Half of CVs contain misleading information. How do you handle it when you find an employee has lied on theirs? 

One thing you can guarantee when recruiting is that some applicants will try to mislead you about their skills, experience, references or qualifications. In fact, according to Risk Advisory Group research, more than half of CVs contain inaccuracies, many of which are deliberate and significant lies.

If you discover someone you’ve offered a job to has lied before they’ve started working for you, you can withdraw your offer of employment.

But what if you discover, after they have started their employment, that an employee has lied on their CV? They’re guilty of misconduct, and as such can be dealt with according to your discipline procedures, but they also have the right (as do other staff members) to claim for unfair dismissal and breach of contract.

Conduct an investigation

Get your facts straight. You need to be able to prove they have lied. Then you can arrange an informal meeting, during which you can present your evidence. Give them a chance to explain themselves. If the employee admits to knowingly giving you false information, you’re entitled to take the matter further.

If you’re happy with your employee’s work, you might decide to issue a warning and let the matter lie.

However, if you feel your employee has committed a serious breach – such as misleading you about their ability to do the job – you must still go through the statutory (three-step) disciplinary procedure. Put your complaint in writing and then hold a formal meeting with your employee. They have the right to bring a representative with them.

If you decide the offence is serious enough to warrant dismissal, consult an employment adviser before you act. You need to make sure the process you follow is legal. In some case, instant dismissal is possible. In others, your employee will be entitled to work their notice period. They also have the right to appeal against your decision. You and your employee might mutually decide to part ways before the end of their notice period.

Preventing problems

The best way to avoid the same thing happening again is to vet CVs more rigorously before making job offers. A vetting agency will carry out a basic check for about £80, but you must advise applicants that you intend to check their CVs. As a matter of course, you could make it your policy to see proof of qualifications. Always speak to relevant previous employers to verify claims made on CVs.

A simple form signed by candidates can strengthen your position legally should you subsequently discover someone has given false information. This should be a declaration that all information given in CVs and job applications is truthful; it should consent to background checks; and acknowledge that giving misleading information will result in dismissal. Presented with such a form, a dishonest candidate might think twice before continuing with their application.

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