A shift you record always lands on the worker's record. Whether it counts as verified evidence is a separate question, and it is decided on Credda's servers by a check you do not control, cannot switch off and cannot argue with. There are three possible results, not two.
Blocked, recorded, or verified
Blocked. The person doing the recording is the worker. Nothing is written at all. Nobody can confirm their own record, and that one is a hard stop rather than a downgrade.
Recorded, not counted. You and the worker are different people, but your organization itself has not been corroborated as a real employer. The shift is on the worker's record and on their timeline. It is not trust evidence, and it does not build their score.
Verified. Distinct parties, and a corroborated organization.
"Recorded, not counted" is not an error and it is not a fault of the worker's. They see the same split on their own side: their view of confirmed outcomes separates what counted as verified from what was recorded and did not.
Why an organization starts out uncorroborated
Anyone can create an organization in two minutes and start recording shifts about people. If that counted as independent evidence on day one, a person could invent an employer and confirm their own work through it. So Credda wants some sign that your organization is a real employer before its confirmations carry weight.
Any one of four signals does it, and you only need one.
An active paid or comped plan.
Three or more separate workers with a verified outcome.
Three or more members on your roster with separate email addresses who also have their own Credda activity outside your organization.
A member of Credda staff checking the organization and clearing it.
This is the message Credda shows an organization that has not been corroborated yet:
“This outcome is recorded on the worker's record and timeline, but it does not count as verified evidence yet: this organization has not been corroborated as a real employer. It corroborates automatically on any active paid or comped plan, or once three members with separate email addresses and their own Credda activity outside this organization are on the roster. If neither fits, ask support@credda.io to check the organization: a real two-person business is cleared by a person, not by paying.”
The route that looks like a way out and is not
The three-workers-with-a-verified-outcome route cannot rescue you on its own. While your organization is uncorroborated nothing you record is verified, so that count sits at zero and stays there however many shifts you enter.
If you are a two-person dental practice or a family-run cafe, the routes that actually apply to you are a paid or comped plan, three members with separate email addresses and their own Credda activity outside your organization, or emailing support@credda.io and asking someone to look.
Paying is one route, not the route
Say this precisely, because the loose version is wrong. Paying never moves anybody's score, ever. Not yours, not your workers', not your company's own record. There is no path from a card payment to a number.
What an active paid or comped plan does is act as one of four alternative signals that your organization is a real employer. Payment is never required for that, which is the whole reason the other three routes exist. A worker's reliability must never depend on whether their employer bought something.
The other checks, and why nobody tells you which one fired
The same gate covers confirmations that come from outside your organization, for example when a client confirms a job. Things that are recorded but do not count: a confirmation that arrives less than a minute after the record was created, a disposable inbox, an email domain with no mail server behind it, and the shapes that look like one person on both sides. Addresses are tidied up first, so a plus tag or a dot in a Gmail address does not create a second person.
The rule Credda follows here is to downgrade rather than block. A wrong downgrade costs some verified weight and can be recovered from. A wrong block cannot.
No screen ever names which check fired. That is deliberate: telling somebody which rule they tripped is a lesson in how to get round it next time.
What none of this changes
Being uncorroborated does not make your records private or invisible. It makes them not count. An adverse shift recorded by an uncorroborated organization is still shown to the worker with your reason, and if they contest it, it is upheld, because it was never independent evidence in the first place.
So the order of work for a new organization is: get corroborated first, then rely on what you record.