Hi n79.

There will not be a single answer to this question. Firms are free to create their own employment policies and criteria.

Financial sector firms have regulatory responsibilities to control risk. Many take the view that an employee in financial difficulty might pose an additional risk. The risk is managed by monitoring the financial status of employees, at the point of entry into the firm and, sometimes, on a regular basis thereafter.

The risk is obviously higher where an employee has access to client or company funds. It would be lower if someone was working in a creative role without such access. A creative role might have different employment policies and criteria.

Another way that employers can reduce risk is where they know about someone's financial status. So, the risk posed by an employee who proactively disclosed a trust deed might be deemed to be less than that of an employee that hadn't disclosed this to their employer. You can see this with the police for example, where intent to enter a trust deed has to be communicated internally through the right channels before it actually happens. If you know that there will be a financial check carried out, disclosing a trust deed in advance would likely be seen as a positive on the part of an employer.

Thank you again! Awesome feedback.