Right to Work Check Advice for UK Employers
N & M Immigration Lawyers assist UK employers with right to work checks, illegal working prevention, sponsor licence record keeping and Home Office compliance risks.
Correct right to work procedures are essential for employers. Mistakes can expose a business to civil penalties, sponsor licence action, reputational damage and serious compliance concerns.
We Assist With
- Right to work check procedures
- Online share code checks
- Manual document checks
- Employer Checking Service issues
- Follow-up check systems
- Sponsor licence record keeping
Right to Work Compliance Is a Core Employer Duty
Employers must carry out right to work checks before employment starts and keep appropriate records. Sponsor licence holders must also satisfy UKVI record-keeping duties.
Right to work checks are designed to prevent illegal working. Employers must check whether a person has permission to work in the UK and whether that permission allows them to do the role offered.
For sponsor licence holders, right to work compliance is even more important. UKVI may assess whether the business has suitable HR systems, keeps proper records and follows correct checking procedures for both sponsored and non-sponsored workers.
A right to work check is not simply taking a copy of a passport or visa. Employers must use the correct checking method, keep evidence correctly and record when the check was completed.
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- Employer Checking Service
- Sponsor licence record keeping
Right to Work Checks We Help Employers Understand
Different employees may require different types of checks depending on nationality, immigration status and available evidence.
Online Checks
We advise employers on online right to work checks using share codes and the correct GOV.UK checking service.
Manual Checks
We explain when manual document checks may apply and what employers must retain for their records.
Digital ID Checks
We help employers understand digital identity checks and when these may be relevant for British and Irish citizens.
Follow-Up Checks
We advise on follow-up checks where a worker has time-limited permission to work in the UK.
Employer Checking Service
We help employers understand when an Employer Checking Service verification may be required.
Record Keeping
We advise on how right to work evidence should be retained as part of employment and sponsor compliance records.
Why Right to Work Mistakes Create Serious Risk
Incorrect right to work checks can affect illegal working liability, sponsor licence compliance and Home Office confidence in the employer.
Civil Penalty Risk
Employers may face civil penalties if they employ someone without the right to work and cannot show a correct statutory excuse.
Sponsor Licence Action
For sponsor licence holders, poor right to work systems may contribute to licence suspension, downgrading or revocation risk.
Poor HR Evidence
Disorganised staff files, missing check dates or incomplete records can damage an employer’s compliance position.
Our Right to Work Check Services
We provide practical immigration compliance support for employers, HR teams and sponsor licence holders.
Process Review
We review your right to work process and identify compliance gaps before they become Home Office issues.
Staff File Review
We help employers understand what evidence should be retained on staff files for compliance purposes.
Policy Drafting
We assist with right to work procedure notes and internal HR compliance guidance.
Share Code Guidance
We explain how online right to work checks should be completed and evidenced.
Follow-Up Systems
We advise on diary systems for workers with time-limited immigration permission.
Sponsor Compliance
We connect right to work checks with wider sponsor licence record-keeping and reporting duties.
Related Sponsor Licence Services
Right to work checks form part of wider immigration and sponsor compliance planning.
Right to Work Checks FAQs
When should an employer carry out a right to work check?
A right to work check should normally be carried out before employment begins. Employers should also carry out follow-up checks where required for workers with time-limited permission.
What is a share code right to work check?
A share code allows an employer to check a person’s right to work online through the correct GOV.UK service where the worker has an immigration status that can be checked digitally.
How long should right to work records be kept?
Employers are generally expected to keep right to work records for the duration of employment and for two years after employment ends.
What is the Employer Checking Service?
The Employer Checking Service is used where an employee or prospective employee cannot provide standard right to work evidence but may have an outstanding application, appeal or other qualifying status.
Can right to work mistakes affect a sponsor licence?
Yes. Right to work failures can affect wider sponsor compliance, particularly where UKVI considers the employer’s HR systems to be weak or unreliable.
Need Right to Work Check Advice?
Speak to N & M Immigration Lawyers before Home Office compliance concerns arise.