Employee onboarding and right-to-work checks

Onboarding a hire means chasing documents. Proof of work authorisation, a professional licence for regulated roles, a signed contract. Each one shows up as an emailed scan that somebody in HR glances at and files. It is slow, the evidence is thin, and in regulated sectors an expired licence nobody rechecked is a genuine liability.

01

Onboarding evidence that is verified rather than glanced at

02

Expired licences caught at verification, not at audit

03

A contract signature tied to a verified identity, not an email address

Does this cover non-EU nationals with work permits?

Where a member state issues residence or work permit attestations into the wallet, yes. Coverage varies by country and permit type, so keep the document route as a fallback.

Can we recheck a licence periodically?

Yes. Credentials carry validity periods and revocation status, so a scheduled recheck is an API call rather than another document chase.

Is a wallet-signed employment contract enforceable?

A qualified signature has the legal effect of a handwritten one under eIDAS across the EU, which puts it ahead of most e-signature tools used for employment contracts today.

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