AuthBridge’s Workforce Fraud Files 2026: 5% Discrepancy Rate Across White-Collar and Gig Hires

The H1 FY26 Workforce Fraud Files clearly show that hiring-related discrepancies remain a persistent and structural challenge. Despite faster and more digitised hiring workflows, we continue to see gaps in fundamental checks such as employment history, address, and education. These are not minor inconsistencies; they have direct implications for organisational risk, compliance, and trust. The data reinforces the need for organisations to embed background verification deeply into their hiring and workforce management strategies, rather than treating it as a one-time or post-hiring formality,” said Ajay Trehan, Founder & CEO, AuthBridge.

AuthBridge’s latest Workforce Fraud Files – H1 FY26 highlights the continued prevalence of hiring discrepancies across India’s evolving workforce. The report recorded a 4.33% discrepancy rate among white-collar hires, while the on-demand workforce reported a higher discrepancy rate of 5.61%, indicating elevated verification risks in flexible and operational roles.

The findings are based on background verification data collected during H1 FY26 and span checks across identity, address, employment history, education, criminal records, and CV validation.

Among white-collar hires, employment verification emerged as the most impacted check, followed by address and education verification. Within the on-demand workforce, address and identity-related discrepancies were most prominent, underscoring the need for stronger verification frameworks in customer-facing and field-based roles.

Industry-wise trends revealed notable discrepancy levels across IT, Banking & BFSI, Pharma, Retail, and Telecom sectors, particularly in address and employment verification. CV validation discrepancies also highlighted inconsistencies between candidate-declared information and verified records.

The report emphasises the importance of early-stage verification, ongoing workforce monitoring, and technology-led credential authentication to mitigate long-term organisational risk. It also highlights the role of consent-driven digital credentialing and leadership due diligence frameworks in strengthening hiring integrity across workforce categories.

Read the complete news here: ANI