How Does TransUnion Employment Verification Work?

TransUnion employment verification checks the core facts of your work record to confirm you are who you claim to be. It pulls data directly from your employer and trusted third‑party sources, then matches it against the information you provided.

• Employer name and location
• Dates of hire and termination (or current status)
• Job title(s) and primary responsibilities
• Salary or hourly rate (when disclosed)
• Reason for leaving or employment status change
• Eligibility to work in the United States
• Any professional licenses or certifications tied to the role (if requested)

These checks lay the groundwork for the consent requirements discussed in the next section.TransUnion employment verification overview

You launch a TransUnion employment verification by submitting your personal details and authorizing the check.

1. Collect the information TransUnion requires: full name, Social Security number, date of birth, and the name and address of your employer.
2. Choose the submission method your employer prefers - online portal, email form, or secure fax.
3. Enter the data into the chosen platform, double‑checking for typos that could delay the process.
4. Provide electronic consent for the background check; this step is expanded in the 'what consent you must give before checks' section.
5. Notify your employer that the request is pending so they can prepare the verification documents covered in 'what your employer must provide for verification'.
6. TransUnion receives the packet, matches your identifiers to its records, and begins the verification workflow.

Proceed to the consent and employer‑data sections for the next steps.

You must give an explicit, written authorization before TransUnion can run any verification. The consent is usually provided on an electronic form or paper signature that states, 'I authorize TransUnion to verify my employment history and to disclose the results to my employer or a designated third party.'

The authorization must cover the release of your name, Social Security number, dates of employment, and any other identifiers you supply, and it must comply with the Fair Credit Reporting Act guidelines. Without this signed consent, TransUnion will not initiate the check.

Your employer must hand over the exact data points that TransUnion employment verification uses to confirm your work history.

• Full legal name as it appears on tax records
• Social Security number or employee ID used for payroll
• Precise start and end dates of employment (month and year)
• Official job title(s) held while employed
• Salary or compensation details (often requested)
• Contact information of the HR representative or manager who can certify the information

TransUnion obtains your employment information directly from the data sources that your current or former employer reports and from government‑issued records.

• Payroll or HR portals that your employer uses for wages, benefits, and job titles.
• Tax‑form filings such as IRS W‑2s for salaried work and 1099‑MISC/NEC for contract or gig assignments.
• Social Security Administration earnings statements that confirm dates and compensation.
• Third‑party background‑check aggregators that collect verified employer confirmations.
• Public court, bankruptcy, or lien filings that may indicate periods of unemployment or termination.

These sources feed the same data that later sections will explain how quickly TransUnion can confirm them, setting the stage for understanding verification timelines.

A standard TransUnion employment verification finishes in 1‑3 business days, but the exact timing may shift based on a few factors. If your employer supplies electronic payroll or HR data, the check often lands in the 24‑hour window; manual paper records, older archives, or a busy verification queue can stretch the process to 5‑7 days. Weekend and federal holidays pause the clock, and any missing consent (see the 'what consent you must give' section) adds an extra day while the issue is resolved.

Ultimately, your employer's response speed drives the timeline, so a prompt reply usually means you see results within the first three business days, whereas slower cooperation pushes it toward the upper end of the week.

Only the parties you've authorized can view your TransUnion employment verification results. The requesting employer or the background‑screening firm they hired receives the report once you've signed the required consent, and you can also request a copy for yourself through the TransUnion consumer portal.

Your consent form creates a legal barrier; without it, TransUnion does not share the data with any other companies, credit bureaus, or third‑party advertisers. The same consent limits internal access, so TransUnion employees see the information only to process the request and not for any unrelated purpose.

No one else - neither your current employer nor unrelated organizations - has the right to see the verification outcomes. Access stays confined to the authorized requester and you, ensuring the results remain private and purpose‑specific.

Employers typically pay a verification fee of $15‑$30 for each TransUnion employment verification request, while individuals who use a self‑service portal usually incur a $10‑$12 charge per check; a small retrieval fee (around $5) may apply if you request a copy of the report, and high‑volume users can opt for a monthly subscription fee instead of per‑check costs.

The payment is handled during the 'you start a TransUnion employment verification' step, with the employer providing billing information; you only pay when you initiate a direct request, and disputes or re‑runs generally do not generate additional fees.

Your TransUnion employment verification can fail for five common reasons:

• Missing or incomplete consent - without the signed authorization you're required to give, TransUnion cannot release any data.
• Employer fails to supply required records - if your employer doesn't provide payroll dates, job title, or salary details, the verification stalls.
• Personal‑information mismatch - differences in name spelling, Social Security number, or dates of birth cause a hard stop.
• Employment not yet in the database - recent hires or short‑term gigs may not have been entered into TransUnion's system at the time of the request.
• Incorrect or outdated employer information - if the company's EIN, address, or legal name is wrong, TransUnion cannot match the record.

• If TransUnion hasn't corrected your complaint within the FCRA‑mandated 30‑45 day window, you can escalate the issue to the CFPB or your state attorney general.
• Collect the original TransUnion complaint number, all email or letter exchanges, and any supporting documents that show the dispute remains unresolved.
• Submit a complaint to the CFPB through file a complaint with the CFPB, include the TransUnion case ID and attach copies of your evidence.
• Locate your state's consumer‑protection division and file there via the state attorney general consumer protection office, providing the same documentation.
• Track the agency's response (typically 15‑30 days) and be ready to supply additional proof; if the complaint still stalls, consider the legal options discussed next.

TransUnion verifies gig, contract, and freelance work by obtaining direct confirmation from the hiring entity - your employer, a staffing agency, or a payroll processor that participates in its verification network.

When you submit a verification request, TransUnion contacts the hiring entity through a phone call, email, or secure online portal. The entity confirms dates of engagement, job title, and pay status. No tax forms, platform payout reports, or bank statements are used; verification succeeds only if the hiring entity is registered with TransUnion.

Examples: a rideshare driver hired through a third‑party fleet management company receives verification when that company confirms the driver's start and end dates. A freelance graphic designer contracted by a marketing firm gets verified if the firm uses a payroll service that reports to TransUnion. A seasonal warehouse worker placed by a staffing agency is verified when the agency provides employment dates and hourly rate via TransUnion's portal.

If the gig platform or client does not participate in TransUnion's network, verification may not be possible.