We provide employment tracing to help establish whether an individual is currently employed and, where possible, identify their employer or place of work. We support solicitors, creditors, landlords, businesses and private clients who need reliable employment intelligence for a defined legal or financial purpose.

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Employment information can become outdated quickly. A professional profile may describe a previous role, a business address may be a registered office, and a company appointment may not indicate paid employment. Our enquiries examine these distinctions and assess the evidence supporting a current workplace connection.

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Based in Bristol with nationwide UK coverage, we undertake standalone employment traces and enquiries linked to people tracing, asset investigations and litigation support.

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When employment tracing can help

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Employment enquiries may assist with:

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• Locating an employer in connection with judgment enforcement.

• Providing information for legal advisers considering an attachment of earnings application.

• Identifying a possible workplace for separately instructed process serving.

• Checking employment claims relevant to a legal dispute.

• Investigating business activity or potential income sources.

• Establishing employment links within a wider debtor or asset trace.

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The enquiry is tailored to the decision you need to make. Where the information will inform enforcement, your legal adviser can assess the applicable procedure and whether the employment circumstances meet its requirements.

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How we conduct the investigation

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We start by reviewing the subject’s identity, known addresses, previous employers, occupation and any information already held by the client. These details help us identify relevant records and avoid confusing the subject with another person.

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Desktop research may examine professional profiles, employer websites, staff directories, business announcements, trade listings, Companies House filings and relevant public social-media content. We compare dates and sources to assess whether a role appears current, historical or unverified.

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We have access to credit-reference tracing data for authorised purposes. Where permitted, address links and recorded activity dates can help establish the subject’s identity and location before workplace leads are investigated. This data supports the trace; it does not automatically disclose a current employer, salary or payroll information.

Where further checks are justified, we can undertake discreet, lawful enquiries or discuss proportionate field verification within an agreed scope. Contact with a workplace or third party is assessed carefully to protect confidentiality and avoid unnecessary disclosure of the client’s matter.

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What the enquiry may establish

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Findings may include the identity of a likely or confirmed employer, a workplace address, a publicly recorded role and the evidence supporting a current employment link. We may also identify indications of self-employment, directorships or trading activity relevant to your instruction.

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We distinguish employment from business ownership and other commercial connections. A directorship alone does not establish that a person receives a salary, and a visit to business premises does not by itself confirm employment there.

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Where current employment cannot be established, we explain the enquiries completed, the remaining leads and the limitations affecting the result.

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What your report contains

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Your written report presents:

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• The instruction, agreed scope and subject identifiers.

• The employment-tracing outcome and confidence assessment.

• Employer or business details and relevant workplace addresses.

• Any role, occupation or trading activity identified.

• The evidence supporting current or historical connections.

• Source references, search dates and relevant record dates.

• Discreet-enquiry or field findings, where included.

• Unresolved questions and recommended further enquiries.

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Supporting records are included where lawful and permitted. The report makes clear which findings are corroborated and which require additional verification.

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Confidentiality and legal compliance

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Employment tracing involves personal information and is undertaken for an assessed, lawful purpose. Our work follows applicable UK data protection law, including the UK GDPR and Data Protection Act 2018, as amended, together with relevant database-access restrictions.

We assess necessity and proportionality before commencing and consider the individual’s rights where legitimate interests is relied upon. We do not seek confidential payroll, tax or personnel records through unauthorised access. Information is handled confidentially and disclosed only where appropriate to the instruction.

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Discuss your employment enquiry

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Contact us with the subject’s details, any known employment history and the purpose of the enquiry. We will recommend a scope suited to the information you need.