Request employment verification
Northstar Works is a fictional example. Start by checking what the recipient needs verified; the purpose and location can affect which route or consent is appropriate.
Choose the question you need to answer
Use the guidance below to decide what to prepare and which role to ask when the right route is unclear.
Routine proof of employment
Check the recipient’s requirements and note the facts they asked to verify.
A signed release may be needed
Check the recipient’s instructions and ask People Operations about the approved route.
Eligibility or local rules are unclear
Ask the relevant local policy owner which rules apply to your location and purpose.
Choose by purpose and prepare
The recipient’s request—not a document label alone—helps determine what to ask for.
Confirm the requested facts
Read the recipient’s instructions and note the employment facts they need, such as current employment or a stated employment period.
- Record the recipient and how they expect to receive the document.
- Check for a required format or wording.
Check consent instructions
If the recipient asks for a signed release, check what it authorizes and whether it must accompany the request. Do not send sensitive information through an unapproved channel.
- Follow the recipient’s stated consent instructions.
- Ask People Operations if the release or route is unclear.
Worked example: apartment application
In Northstar Works’ fictional example, a property manager requests confirmation of current employment and a signed release. The employee notes the recipient, requested fact, and release requirement, then asks People Operations which approved route applies before sharing the release.
- A request requiring a release is not treated as routine.
- The example promises neither a particular document nor a delivery date.
A completed request-preparation note
Fictional Northstar Works example for an apartment application. This is preparation, not a submitted request or an issued verification.
| Question | Example answer |
|---|---|
| Who is asking? | Northbank Lettings, the prospective property manager. |
| Why is it needed? | An apartment application asks for confirmation of current employment. |
| Which facts are requested? | Current employment status; no salary history or personal identity document is requested in this example. |
| What format is requested? | A dated employer letter. People Operations must confirm which format the company can provide. |
| What is the consent question? | The recipient asks for a signed release. The employee needs to confirm how that release should be handled before sending it. |
| What remains unresolved? | The authorized recipient-verification, release-handling and delivery route; the employee asks People Operations to clarify these. |
Prepare the request
Use the approved route confirmed for your organization and location.
Delivery depends on the applicable process and the information provided. Check the current process guidance or ask People Operations about expectations; this example does not promise a delivery time.
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1
Identify the recipient’s requirements
Note who needs the verification, the facts requested, any required format, and how the recipient expects to receive it.
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2
Prepare consent if requested
Follow the recipient’s instructions for a signed release. Ask People Operations if you are unsure whether one is needed or what it should cover.
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3
Use the approved request route
Submit only through the route authorized for your location and purpose. Keep sensitive details out of general email and public channels.
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4
Check delivery expectations and follow up
Use the current process guidance for expected delivery and follow-up. If it does not state timing or status, ask People Operations rather than assuming a service commitment.
Who can help
People Operations owns the request process and can clarify the approved route, required request details, consent handling, and delivery expectations.
The relevant local policy owner answers questions about location-specific eligibility or rules. If a verification contains an error, ask People Operations how to request a correction through the appropriate private channel.
Share only the information needed for the request, and use the authorized private case-handling route for sensitive documents.
If a detail is wrong: identify the specific field and the correction you believe is needed, then ask People Operations how to provide supporting information privately. Avoid sending another full document to a broad group. Ask who will confirm the correction and whether an earlier recipient needs a replacement.