Background Screening for Remote Workers in 2025

willhoggarth
Apr 8
3 min read

Updated: Apr 24

Remote work isn’t just a trend anymore—it’s the norm, especially in the tech industry. Companies are hiring talent from all over the world, scaling faster, and delivering more. But with this flexibility comes an increased need for diligence, particularly around background screening.

If you're employing remote tech workers in 2025, it's more important than ever to ensure your screening practices are not only robust—but also tailored to your industry, your clients, and your workforce setup.

1. Consider the Industry You Work In

Not all background checks are created equal. The level and type of screening you’ll need to carry out can vary depending on the industry you’re operating in—and more crucially, the expectations of your clients.

Here are a few examples:

Defence/Government projects: Your client may require BPSS screening (Baseline Personnel Security Standard) as a minimum.
Financial Services: Firms regulated by the FCA will expect SMCR-compliant screening, often including credit checks and regulatory references.
Healthcare Tech: If you're building tools for the NHS or CQC-regulated providers, there may be more stringent safeguarding or identity verification checks required.

If your client expects a certain standard and you’re not meeting it, you risk losing the contract—or worse, being removed from a project mid-way.

2. Speak to a Background Checking Expert Early

Sure, you could Google it all—but the world of background screening is complex, and often full of acronyms, compliance jargon, and country-specific quirks.

A trusted background checking partner can help:

Identify exactly which checks you need for a particular role or client
Ensure you're not under- or over-screening
Save you time and give you peace of mind that you're compliant

We regularly advise clients who have no idea where to start—and often, it's a quick conversation that unlocks clarity and confidence.

3. Start Screening Early (Don't Wait for the Audit!)

This is a big one.

We can’t count the number of clients who come to us in a panic because a client wants to audit their team—and they haven’t got any screening records in place.

Even if you’ve known and trusted your developer for years, if there’s no audit trail, no documentation, and no evidence of a background check, it might not be enough. Especially in regulated or high-trust industries.

Getting the paperwork in place from the start means:

You’re always audit-ready
You look more professional and trustworthy
You don’t need to scramble later

4. Remote Worker? Consider Where They’re Employed

Hiring remotely opens up your talent pool—but it also opens up a lot of questions around employment law and screening standards.

Here’s what to keep in mind:

If the worker is UK-based, then UK screening standards typically apply, regardless of whether they work from home.
If you’re employing them through an Employer of Record (EOR) or foreign entity, the rules might be different. Some countries have strict data privacy laws, and others may not have equivalent checks available at all.

Again, this is where your background checker can be a huge help. They’ll understand how to navigate international hires, local laws, and how to keep you compliant—without creating friction for your new starter.

Wrapping Up

Background screening isn’t just a box-ticking exercise—it’s a vital part of your risk management strategy, especially when working with remote tech teams and high-trust clients.

Make it part of your hiring process from day one, and you’ll save yourself stress, protect your reputation, and keep your clients happy.

Need help figuring out what checks you need?

We’re background screening experts and we specialise in remote and regulated industries. Get in touch today for friendly, practical advice.