Right to work

Why the check matters

UK employers must check a person's right to work before employment begins. Following the prescribed process can give the employer a statutory excuse against a civil penalty if it later turns out that the person did not have permission to do the work.

The right route depends on the evidence the person can provide. It may be a Home Office online check, a manual check of original documents or a digital identity check through an identity service provider. The digital service is limited to British and Irish citizens with a valid passport or Irish passport card. The employer remains responsible for making sure the check is completed correctly.

Complete the prescribed steps

For an online check, use the employer service and confirm that the photograph matches the person. For a manual check, examine the original documents in the person's presence, check that they appear genuine and take a clear copy in the required format. An approved digital identity check has its own steps.

In every case, confirm that the permission covers the work being offered and note any restrictions or expiry date.

Keep evidence and follow-up dates

Store the required dated evidence securely for the whole of the person's employment and for two years after it ends. Where permission is time-limited, schedule the follow-up check before it expires. A late reminder is not a substitute for a valid repeat check.

Acceptable evidence and processes change. Use the live Home Office employer guide instead of relying on an old onboarding checklist.