June Insights: What Changed in Hiring, AML Compliance and KYC Checks.

As an African business, how do you detect forgery before onboarding? How do you meet AML compliance and KYC checks without delays or penalties?

In June, our team here at Peleza tracked major trends changing AML compliance and KYC checks in Africa and beyond. This briefing highlights verified data, expert guidance, and proven strategies to protect your operations, reduce onboarding risk, and stay compliant. 

Employer Insights: Background Checks Reveal New Red Flags 

This June, our verification work revealed that fraud is becoming more creative and more subtle. 

Education fraud is evolving.

Here we highlight a candidate who submitted fake certificates that matched real academic records. That raises a critical decision: should you trust data only or insist on document-level verification that verifies both data and document?

Our guidance: Choose both. Relying on one side alone allows subtle fraud to pass. Our dual-layer verification identifies mismatches and uncovers intent to deceive.

Forgery cuts across institutions, both public and private.

In June, 55.6% of all forged certificates were from public universities, 22.2% were from private universities, 11.1% were from international universities, and 11.1% were from KNEC certificates. The volume and scale at public institutions often mask this growing risk.

Banking sector alert

Employment inconsistencies stand at 17% in banking.

We flagged cases where job titles didn’t match references and exaggerated tenure. This is a new observation that calls for the banking sector to audit any changes made to their hiring systems.

We recommend before introducing hiring automation or system changes, test your internal systems. Skipped layers lead to costly reversals, especially after candidates have been hired.

Key Observations in employment checks—June Summary 

Employers should note recurring risk trends observed in June:

• Behavioral issues: Cases involved absconding, insubordination, and failure to return company property. 

• Fraud leading to losses: We flagged candidates whose actions caused financial damage to previous employers, including unaccounted sales. 

• Falsified employment history: A growing number of applicants misrepresented tenure or job titles, often to appear more senior or suitable, especially within the same industry. 

These repeated patterns indicate intent to falsify information. Consistent, multi-layered checks help detect and prevent these issues before onboarding. 

Peleza Global Checks Performance  

We successfully ran employment verifications in Russia and China, maintaining a 5.2 day average turnaround.

Coverage Update: Peleza now operates in 46+ countries with consistent reporting quality.

At Peleza, we don’t just verify—we guide.

Our due diligence services are tailored to support your operational goals. Whether you’re hiring, onboarding partners, or expanding into new markets, we offer timely intelligence to help you act confidently and compliantly. Think of us not as a service provider, but as a strategic layer in your decision-making process. 

Keep Trust and Self-Help Group Records

One cause of delay in KYC and KYB verification is due to outdated records with the registrar. These groups must update their registration every five years or whenever changes occur in their structure, with

• The Business Registration Service (BRS) 

• The Ministry of Labour 

When records are not updated, they become harder to retrieve. Government agencies may delay or abandon the verification due to limited yield, slowing down onboarding and creating poor user experiences, especially in banking. 

What to do as a compliance officer:

• Remind clients to update group records on time
• Share the five-year compliance rule with applicants
• Embed this compliance check into your customer onboarding journey

A simple update can prevent weeks of back-and-forth and ensure faster, compliant service delivery. 

Guidance for Job Seekers 

Gaps Are Okay. Falsifying Isn’t.

14% of candidates extend work histories to hide gaps. We recommend transparency instead:

Say: “I paused to reskill” or “I took a break for family.”

These reasons reflect maturity. Faking dates only triggers disputes and lowers trust.

Fake Supporting Documents Multiply your risk.
There was a special case we handled in June where a candidate caught lying submitted forged counter-documents. While others are victims misled by third-party processors, this one went ahead in the rabbit hole to provide more fake documents.

Tip: Always collect your official documents directly; if you use a third party, it’s your responsibility to ensure you have genuine documents.

Social Media Screening Is Growing
Employers now screen for:

• Public behavior
• Comments on sensitive issues
• Red flags in adverse media

Advice: Your digital identity is part of your CV. Clean it up, review your privacy settings, and think before you post.

Compliance Watch and Progress Snapshot 

Legal Update: Kenya’s New Disability Act 

The Persons with Disabilities Act 2025 is now law. This reform reshapes employer obligations:

• 5% of public roles must now be filled by persons with disabilities. 

• Permanent registration replaces periodic reassessment. 

• Tax reliefs are available for persons with disabilities and caregivers. 

• Workplaces must now improve accessibility and make reasonable accommodations.

What this means for you:
HR and compliance teams should review hiring, facility access, and tax exemption procedures. Private employers are expected to align voluntarily or risk reputational consequences. 

UK Data Law Alert: You Must Be API-Ready 

The UK Data (Use and Access) Act 2025 gives customers the right to demand their personal or business data and companies must comply in a secure digital format.

This affects:

• Fintechs working with UK customers 

• Hiring platforms handling identity data 

• Any firm transferring personal data with UK 

How Peleza helps:

• API-ready integration 

• Consent-based access control 

• DVS-compliant identity verification tools 

• Cross-border compliance support.

Regional Compliance Update: Peleza Approved in Rwanda 

Peleza is now officially registered as a Data Processor with the National Cyber Security Authority (NCSA) Rwanda, a regulatory milestone that reinforces our commitment to data security, privacy, and regulatory compliance across East Africa. The NCSA is the government agency responsible for overseeing Rwanda’s national cyber strategy, including data protection, digital trust, and resilience in digital services.

• Peleza’s registration confirms we meet Rwanda’s national standards for secure, ethical handling of personal data. 

• This status enables clients to run Rwanda-based background checks and verifications with full regulatory assurance. 

• Businesses using Peleza benefit from reduced compliance risk, especially in KYC, KYB, and hiring due diligence. 

• Our platform now supports multi-country compliance across Rwanda and 45+ other jurisdictions—all from a single dashboard. 
• Clients gain a powerful, all-in-one compliance tool, simplifying operations while maintaining local and cross-border legal integrity.

Your Next Step in AML Compliance and KYC Checks

Let’s improve your next hire.

Book a compliance or hiring consult with Peleza for your KYC, KYB, and hiring solutions.