Moonlighting check
Two employers, two payrolls, no overlap on either company's own paperwork. The evidence sits with EPFO, not with either HR team, and it is read from the UAN.
Why a standard check misses it
Two employers, two payrolls, no overlap on either company's own paperwork. Nothing about that looks wrong from inside a single employment check.
Each employer's HR team confirms its own dates truthfully. Neither has any reason to know about the other.
A second, active PF contribution is a statutory record, not something either employer's HR system would surface.
Usually after a client conflict or a scheduling clash surfaces, not before the offer.
What is in a moonlighting check
A narrow, targeted pull, not a full re-hire pack.
Identity confirms whose UAN is being read. The UAN check pulls EPFO contribution history and flags overlapping employers in the same period. Previous employment adds the declared side of the story where you want it compared against what the candidate or employee told you.
What the record actually shows
Four facts, all of them checkable, that explain why the UAN is the evidence and not a guess.
A 12-digit UAN, the one EPFO number that follows an employee across every job change, and every employer's contribution against it.
The contribution record is held by EPFO, not the employer, so it does not depend on a past employer choosing to confirm anything.
Identity is confirmed first, before EPFO history is pulled, so the record is read against a confirmed identity, not a claimed one.
Dual employment is the finding: active contributions landing against the same UAN in the same period. The record, not an accusation.
How it runs
Run at hire on a new UAN, or periodically against a UAN already on your payroll.
At hire, this sits inside the standard consent form. For an existing employee, it is a separate, explicit consent for that check alone.
Matched to the employee on identity, so the contribution history read back belongs to the right person.
Every employer with an active or recent contribution against that UAN, and the periods each one covers.
A second contribution in the same window is reported as a finding, with both employers named. What it means is your decision, not ours.
Running this on staff already employed needs the same written consent hiring does. GVS does not screen a payroll in the background without telling the people on it, and a flagged finding goes to the employee before anyone treats it as settled. Retention, purpose limitation and the grievance route are set out in the Trust Centre. The employee is never charged for a check.
Related pages
The contribution history behind the finding, and how EPFO records are read.
UAN check Previous employmentDates, designation and exit status confirmed with the former employer and against UAN.
Previous employment White-collar verificationWhere this check usually sits inside a wider pack for salaried, professional hires.
White-collar verification