Deterrence through accountability.
EriWave helps companies create a reliable employment record by connecting identity, signed terms, factual workplace records, and both sides' responses.
Make the facts portable.
People are more careful when important workplace events are documented clearly, attributed to the organisation that reported them, and capable of appearing in a future reference with the worker's approval.
That is EriWave's deterrence model. It does not depend on a secret blacklist or a score. It depends on a record that both sides can see, respond to, and carry forward accurately.
Verify identity
Confirm the people and company connected to the employment relationship.
Sign the terms
Seal the role, pay, hours, responsibilities, and notice period before work begins.
Record facts
Document specific events, dates, warnings, and available supporting records.
Share with consent
The worker sees the exact reference and approves or declines each request.
What this looks like in practice
At ABC
Persona A works as a sales assistant under a signed agreement.
A record is submitted
ABC records 21 late arrivals during the final six months and two written warning dates.
Both sides are heard
Persona A receives notice and can add a response or dispute factual details.
At BDC
BDC requests a reference through EriWave instead of calling for an informal verdict.
The worker approves
Persona A sees the exact reference and decides whether BDC may receive it.
What EriWave verifies
- Identity and account ownership
- Signed employment agreement and recorded terms
- Company authorship, timestamps, and record integrity
- The exact snapshot approved for a reference request
What remains an employer statement
- Attendance or conduct events
- Warning dates and occurrence counts
- Descriptions of workplace records
- Whether supporting records are available
What a prospective employer sees
This is the kind of reference BDC would receive only after Persona A has seen and approved this exact snapshot. It includes all eligible EriWave employment history in the snapshot, not a hand-picked single job.
Persona A
Employment history 01 · ABC
Persona A worked for ABC from January 2024 to June 2025 as a sales assistant. Their signed working schedule required an 8:00 a.m. start. ABC recorded 21 late arrivals between January and June 2025. ABC issued written warnings dated 4 March and 16 May. ABC states that Persona A's punctuality did not meet its documented requirements.
EriWave verifies the signed agreement and the candidate-approved snapshot. The attendance and punctuality statement is attributed to ABC.
Employment history 02 · MNO
Persona A worked for MNO from May 2022 to December 2023 as a customer service assistant. Their signed working schedule required a 9:00 a.m. start. MNO recorded 4 late arrivals between May and December 2023. MNO issued a written warning dated 18 October. MNO states that Persona A's attendance improved after the warning.
EriWave verifies the signed agreement and the candidate-approved snapshot. The attendance statement is attributed to MNO.
Not included in this reference: contact details, NIN information, biometric information, salary, full agreement terms, private attachments, or internal identifiers.
Accountability has limits.
- It does not score workers or create a blacklist.
- It does not declare allegations true or decide guilt.
- It does not make an automated hiring recommendation.
- It does not replace a company's investigation, legal advice, or background-check duties.
- It does not give a prospective employer secret access to a worker's history.