In-Employment Screening
At DISA, we understand how important it is to know your employees. Workplace safety is a top priority not only at the start of the hiring process, but for everyone throughout the entire employment relationship.
We focus on preventive measures and risk minimisation to provide the best possible protection for employees and companies.
DISA supports you in implementing in-employment screening efficiently and compliant.
What is In-Employment Screening?
In-employment screening refers to employees who are already working for the company. It usually takes place when an employee’s work position changes or when new legislation and regulations require periodic screening of current employees.
The screening specifically checks the security and compliance requirements relevant to the employee’s new position, thereby supporting a safe and responsible personnel decision.
The goal of in-employment screening is trust, integrity and compliance. It is not about control, but about protecting employees and the company.
In-Employment Screening in Germany
Employees who have been with the company for a long time often have different security and compliance requirements than new hires. Changes or new risks can also arise during the course of employment. In-employment screening helps companies identify these developments at an early stage, monitor the change process and thus strengthen trust, security and compliance within the company in the long term.
Who is Screened with In-Employment Screening?
Certain groups of employees are particularly critical for security and compliance. For these groups, targeted in-employment screening is especially useful. These may include, among others:
- Employees in sensitive or high-responsibility roles
- Employees with access to confidential data or financial systems
- Employees in highly regulated industries
- Employees whose tasks or responsibilities are changing
- Long-serving employees who require regular checks
It should be noted that this type of screening is applied selectively and proportionately, depending on risk and role. Therefore, there must be a legitimate reason for conducting in-employment screening.
Benefits of In-Employment Screening
Security and protection
The aim of in-employment screening is security and protection. This demonstrates that risk monitoring is a central focus for the company. In addition, sensitive information is safeguarded, unauthorized disclosure or misuse of critical know-how is prevented, and the risk of internal incidents is reduced. Such incidents can impact the workplace, operations, or business continuity.
Legal obligations and duty of care
In Germany, companies have a duty of care toward their employees, customers, and partners. In-employment screening is part of this duty and helps companies meet legal and regulatory requirements. This is particularly relevant for certified companies or those operating in critical infrastructure. Ongoing screening for risk-sensitive positions may therefore be especially necessary.
Risk-mitigating measure
In-employment screening is a preventive and risk-mitigating measure. Its primary purpose is to strengthen trust. The process is based on risk assessment, proportionality, and equal treatment of employees. By identifying changes or risks during employment, companies can act early and responsibly without collecting unnecessary or intrusive data.
Legal framework of In-Employment Screening
The GDPR protects personal data, while the General Equal Treatment Act (AGG) ensures that employees are not discriminated against based on race, gender, religion, age, or other protected characteristics. Therefore, all information collected must be relevant and proportionate.
At DISA, we strictly ensure GDPR compliance and the protection of all employees’s rights.
With our structured screening process, we ensure transparency, efficiency, and GDPR-compliant procedures. To provide a better understanding of our screening process, we have created a clear and structured overview:
- Risk assessment: At the beginning, it should be determined which positions require screening.
- Determining the scope: At this stage, the potential screening components should be selected.
- Data collection: The gathering of relevant information is conducted legally and securely.
- Screening & analysis: The screening and associated checks are automated and conducted under expert supervision.
- Reporting: At the end, decision-makers receive clear and actionable insights.
Contact us
Would you like to learn how in-employment screening can promote security, compliance and trust within your company? We are happy to help!