Recent media reports have raised concerns about the accuracy of the Chancellor’s CV, sparking a wider discussion about misrepresentation on job applications. Initially, the Chancellor claimed to have worked at The Bank of England for up to ten years, but the actual tenure was just over six years. While this may seem like a minor exaggeration, it brings to light an important issue for employers: what should you do if you encounter a similar situation?

In the UK, the Employment Rights Act 1996 outlines five fair reasons for dismissal, and two of them—capability and conduct—are particularly relevant when it comes to CV falsification.

If an employee claims to have qualifications or experience they don’t actually possess, it could mean they’re not capable of performing their job. If an employer uncovers this, it could be grounds for dismissal.

Lying on a CV is widely considered misconduct. Employers place a high value on honesty and trust when hiring. If an employee is found to have misled their employer, it can damage their credibility and result in dismissal.

Additionally, for roles that require professional licenses or specific qualifications, falsifying credentials can lead to legal issues, making employment untenable.

If an employee is found to have lied on their CV to secure a job, they could face dismissal. However, employers must follow a fair process. If an employee is dismissed without due process, even if they lied on their CV, they could have grounds for an unfair dismissal claim.

To avoid reaching this point, Advo always recommends proactive steps to mitigate the risk of hiring someone who has misrepresented their experience. Employers should seek references and verify work history and qualifications thoroughly, conduct background checks and follow up on them and most importantly, make it clear to prospective employees that references will be sought and background checks carried out.

Advo would suggest that a way in which to deter potential CV fraud is to include a clear clause in job offer letters and employment contracts. This clause should explicitly state the importance of CV accuracy and clarify that any discrepancies may be investigated and could lead to disciplinary action, including dismissal. Including this clause not only protects employers but can also serve as a deterrent—those who have exaggerated their experience may withdraw their application rather than risk exposure. Additionally, ensuring transparency in employment documentation eliminates the possibility of an employee later claiming, “I didn’t know!” when faced with disciplinary action.

At Advo, we provide practical, commercial advice and draft robust, compliant employment documents to safeguard both employers and employees from potential disputes.

Trust and transparency are the cornerstones of a successful working relationship, and if you need further advice on any employee-related matter, don’t hesitate to contact us and we are more than happy to help you navigate these challenges effectively.