Insider Risks Are on the Rise — How to Stay Ahead

Recent research from CIFAS paints a concerning picture of today’s workplace. Their Workplace Fraud Trends 2025 report shows that dishonest behaviours are becoming more common, and, in some cases, employees even consider them acceptable. Nearly a fifth of respondents admitted to secretly working for a competitor, 13% said they had sold company login credentials, and a similar proportion knew someone who had used company funds to gamble. Fake references and expense fraud also remain a significant problem.

These trends highlight a shift in workplace culture: insider risk is no longer just about “bad apples” but about systemic behaviours that can harm businesses, their employees, and their reputation. For organisations, the challenge is clear: detecting, preventing, and addressing fraud requires a mix of culture, policy, and technology.

If you want to dive deeper into insider fraud and see practical examples across different sectors, our “Unmasking Insider Fraud” 10-part series provides a comprehensive guide on prevention strategies, case studies, and monitoring techniques.

The insider risk landscape

Insider fraud is particularly insidious because it exploits trust. Employees have legitimate access to systems, sensitive data, and finances, which makes detection more complex than external fraud. CIFAS’ survey also shows that almost one in four employees think expenses fraud is justifiable, while a similar proportion feel moonlighting for competitors is acceptable.

This isn’t restricted to junior staff or a single sector. The report reveals these behaviours occur across industries and roles, including positions of seniority. It’s a stark reminder that organisations need to tackle the problem from multiple angles — starting with recruitment and onboarding, extending to ongoing monitoring, and reinforced through culture and training.

For more detail on the types of behaviours that drive insider risk, our “Unmasking Insider Fraud” series explores both subtle and high-impact fraud scenarios and the steps businesses can take to reduce exposure.

How Verifile helps mitigate these risks

At Verifile, we see first-hand how robust verification and screening processes reduce exposure to insider risks. Here’s how our services align with the key fraud trends highlighted by CIFAS:

1. Moonlighting and competitor work

Secret side jobs or working for competitors can lead to intellectual property leaks, reduced productivity, and conflicts of interest. CIFAS reports that 24% of employees think this is justifiable.

Verifile approach:

• Employment history verification at hiring establishes a clear baseline.
• Periodic checks for high-risk roles catch undisclosed changes.
• Structured reference checks ensure that prior employment aligns with candidate claims.
• Instant employment verifications via HMRC to uncover additional paid roles.
• CV comparison checks at hiring to spot discrepancies between the application form and claimed employment history.

2. Selling login credentials

Access credentials are currency in the digital workplace. CIFAS shows that 13% of employees admitted to selling or knowing someone who sold access.

Verifile approach:

• When combined with multi-factor authentication and privileged-access auditing, these processes significantly reduce insider threat vectors.
• Ongoing monitoring ensures that any changes to employee identity or access are flagged.

3. Fake references and CVs

False references and exaggerated CVs are surprisingly common. CIFAS reports that 19% of respondents or their colleagues have engaged in reference fraud.

Verifile approach:

• Structured verification of employment, qualifications, and professional memberships creates an auditable record.
• Seamless integrations with ATS platforms allow recruiters to complete checks without slowing down hiring.

4. Expense and financial fraud

Expense fraud remains widespread, and CIFAS shows it is often rationalised as acceptable. Fraud can include false claims, misuse of company funds, or unauthorised purchases.

Verifile approach:

• Credit checking and civil litigation screenings on roles with financial responsibility reduce exposure to employees who may be tempted to commit fraud.
• Clear policies, training, and regular auditing complement these checks.
• Ongoing monitoring ensures that high-risk employees remain compliant.
• Social media and internet checks may be used to flag online posts and lifestyle indicators.

Creating a fraud-aware culture

Verification and technology alone aren’t enough. Organisations must also cultivate a culture that discourages dishonest behaviour. Best practice includes:

• Transparent policies and clear consequences for breaches.
• Whistleblowing channels and anonymous reporting.
• Employee training on fraud risks, including real-world examples.
• Support programmes to reduce financial stress, a common driver of insider fraud.

Practical steps for HR and security leaders

1. Treat verification as continuous risk management, not a one-off at hire.
2. Prioritise high-risk roles with access to sensitive data or finances.
3. Integrate screening with HR and TA systems to close gaps.
4. Combine technical controls (access auditing, MFA) with human oversight.
5. Reinforce culture with training, transparent processes, and support mechanisms.

Final thoughts

CIFAS’ report highlights a clear shift in workplace behaviour: insider risks are rising, and some employees no longer see certain dishonest acts as unacceptable. Organisations that ignore these trends do so at their peril.

By combining robust screening, verification, technical controls, and a culture of accountability, businesses can reduce risk, protect their people, and safeguard their reputation. Verifile’s suite of services provides practical, scalable tools that make this achievable — and helps businesses stay one step ahead in an increasingly complex landscape.

Want to go deeper? Our recent Fraud Webinar walks through real-world insider fraud cases, demonstrating how Verifile tools and services — from employment verification to social media screening and media searches — work together to stay ahead of deceptive behaviour.