Employment Credential

[robcoyle913]

Brief Description

A verifiable digital credential representing an individual’s employment relationship with an organization. The credential records employer identity, job role, employment dates, and status, and serves as a trusted signal for hiring verification, workforce mobility, benefits eligibility, and professional background verification.

Use Case Actors

• Employer (issuer)
• Employee / Credential Holder
• Verifier (e.g., employer, recruiter, HR system, workforce agency)
• Applicant Tracking Systems (ATS)
• Human Resource Information Systems (HRIS)
• Credential wallet or learner record system

Pre-conditions

• An employment relationship exists between the individual and the employer.
• The employer or an authorized issuer is able to generate verifiable credentials.
• The employee has access to a wallet or record system capable of receiving the credential.
• Trust framework and issuer identity verification mechanisms are established.

Basic Flow

1. The employer (or authorized issuer) generates an employment credential containing structured employment information (organization, job title, start date, status, etc.).
2. The credential is issued to the employee’s credential wallet or learner record system.
3. The employee chooses to share the credential with a verifier (e.g., a hiring organization).
4. The verifier validates the credential’s authenticity using the credential verification mechanism.
5. The verifier reviews the employment information to confirm the individual’s work history.
6. If employment status changes (promotion, termination, role change), the issuer updates or revokes the credential as appropriate.

Post-conditions

• The employee possesses a verifiable record of employment.
• Verifiers can confirm employment details through standardized verification workflows.
• Employment credentials can be updated or revoked as employment status changes.

Additional considerations

• A clear chain-of-trust model is required (e.g., employer-issued credentials vs. trusted third-party issuers).
• Data normalization may be needed for fields such as job titles, employment status types, and date formats.
• Credential lifecycle management must support updates, revocation, and reissuance.
• Interoperability with HRIS, ATS, and workforce systems is critical.
• Alignment with broader workforce credential ecosystems should be considered.

Requested by

PSC