WorkID
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India’s employment identity network

Every person has one professional identity. Every employer has one organisational identity. What connects them is a record that can be checked.

WorkID keeps a time-aware, consent-aware record of who works — or worked — for whom, from a tea stall to a government department. Employees can prove where they have worked. Employers can verify who a candidate really is. Businesses can declare what they spent on their workforce.

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Two-sided
every record confirmed by both parties
Consent-first
nothing disclosed without approval
Explainable
every trust factor shown with evidence
A worker’s identity card and an employer’s identity card, connected by a verification line that passes through a consent gate controlled by the worker. Beneath them, a timeline of employment records across several years.WID-P-7K2MVerifiedFreshWID-S-4Q8NDeclaredNothing crosses without consent20192022today

One platform, three layers

Identity, expense and trust — each one building on the last

V1

Employment identity

Who works, or worked, for whom. Verified by both sides, kept fresh over time, and never overwritten when someone moves on.

V2

Employment expense

One number, one period: what an employer says it spent on its workforce. Always labelled as the employer’s own declaration.

V3

Professional trust

Consent-based candidate verification, two-way feedback with a right of response, and an explainable trust profile.

How verification works

Four steps, and the candidate holds the key at every one

  1. 1

    An employer asks

    A hiring team requests verification of a candidate by WorkID number, stating exactly which parts of the record it wants to see.

  2. 2

    The candidate decides

    The request appears in the candidate’s privacy centre. They approve it, narrow it, or decline it — and declining looks identical to not existing.

  3. 3

    The record is disclosed

    Only the approved scopes are shown, each line carrying its provenance: verified fact, self-declared claim, or opinion. Never blended.

  4. 4

    The read is logged

    Every disclosure lands in the candidate’s own access log — who looked, when, at what, and under which consent. Forever.

What the candidate actually sees

Not one switch marked “share my data”. Each item is approved or declined on its own, the approval carries an expiry, and it can be withdrawn at any moment from the same screen. Declining is a first-class answer, and an employer cannot tell a decline from a person who was never on WorkID.

A consent request showing three separate items a worker may approve or decline individually, and the date the approval expires.Employment historyTrust profileContact detailsExpires in 30 days · revocable at any moment

For workers

Your work history is yours — portable across jobs, provable to anyone you choose, and invisible to everyone you don’t.

  • A career record that moves with you

    Every job, confirmed by the employer of the time, stays on your record even after the company forgets you — or disappears.

  • Disclosure only with your consent

    Employers see nothing until you approve a specific request, scope by scope, with an expiry you control.

  • A right of response, always

    Feedback about you is never the last word: your response is shown wherever the feedback is, and disputes freeze judgement.

  • Check an employer before you sign

    An employer’s payment record, workplace feedback and record upkeep — visible to you before you accept an offer.

A trust profile showing a score, a separate confidence reading, and the four factors that produced it, each with its own contribution.78/ 100Confidence: highNot a credit score. Not a hiring recommendation.Employment verificationRecord upkeepWorkplace feedbackIdentity assurance

Your trust profile, shown to you exactly as an employer sees it — the same number, the same factors, the same evidence. There is no hidden scoring.

For employers

Verify who a candidate really is, keep your workforce records current, and build a reputation that candidates can check before they sign.

  • Verification you can rely on

    A candidate’s consented record shows verified facts separately from claims — you always know which is which.

  • Workforce records and declarations

    Keep employment records current, declare workforce expenditure period by period, and see where records need attention.

  • A reputation that works for you

    Confirm records promptly, pay as agreed, respond to feedback — and candidates see an employer worth joining.

  • An API for your hiring system

    Scoped, consent-bound machine access for your ATS — with contact details permanently out of reach of any integration.

Verification API

Your hiring system can ask the same questions — never more

An applicant-tracking system with a WorkID integration gets a different door into the same house, not a wider one. Every disclosure still needs the candidate’s consent, contact details are never available to a machine, and every read lands in the candidate’s own access log.

Set up an integration

Principles

What WorkID will not do

A trust network is defined by its refusals. These are product rules, enforced in code and asserted by tests — not policy promises.

Call anyone unemployed because no record is active.

Treat a stale record as evidence that someone left a job.

Decide who is right when two parties disagree.

Call a difference in dates fraud, or anything like it.

Show your employment history to anyone without your consent.

Let anyone pay to remove feedback or improve a rating.

Run payroll, file returns, or replace a government portal.

Tell an employer whether to hire someone.