When applying for roles, applicants are keen to highlight their best qualities and draw attention away from any shortcomings that could cause employers to raise an eyebrow or cast doubt. However, there are occasions when employers discover that a new employee or a potential recruit has been dishonest or has omitted to provide key information during the recruitment process. According to a survey by Cifas, 1 in 5 individuals have lied about their university degree to secure employment and nearly 18% of UK people have lied on their CVs and job applications or know someone who has within the last 12 months.
In response to this, it is important to tread carefully – especially as it is expected that under the Employment Rights Act 2025, employees starting on or after 1 July 2026 will have protection from unfair dismissal after six months’ employment, rather than two years.
‘Ensuring a thorough and fair process is carried out will be crucial,’ says Luke Amarn, a trainee solicitor in the employment team with Furley Page. ‘If a job candidate lies about necessary experience or qualifications, the employer may be able to withdraw the job offer. Good processes and the right wording in the offer can make this easier and reduce the risks of a breach of contract claim.’
Even in circumstances where the applicant did not outright lie but instead omitted significant information or was otherwise economic with the truth, this dishonesty can be enough to allow the employer...
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