Every employer must check that a new employee can work in the UK, whatever their nationality. Getting the check right protects your business, and so does treating all applicants fairly.
Information checked against the sources listed below on 10 October 2026. Rules, fees and thresholds change; this is general information, not advice on your case, and does not assess whether you qualify.
What the official guidance says.
- Check that documents are genuine, belong to the holder, show matching photos and dates of birth, and explain any name differences. For non-British and non-Irish applicants, also confirm the right to work has not expired and covers the role and hours.
- Online checks use the applicant’s share code through GOV.UK’s View right to work service. Manual checks use original documents checked while the applicant is present. Biometric residence cards and permits are no longer accepted. British and Irish citizens cannot use share codes.
- Make an unalterable copy, clear enough to read, record the check date and keep copies during employment and for 2 years afterwards. Follow data protection rules.
- You must not discriminate against anyone because of where they are from. Base checks on the documents, not appearance or origin.
- If someone’s right to work is time-limited, check again before it expires.
- Employing an illegal worker without a correct check can lead to a civil penalty. GOV.UK’s checking guidance does not state penalty amounts; see the separate penalties guidance.
What usually decides the outcome.
- Whether your onboarding process uses the correct check for each type of employee.
- Whether follow-up checks are diarised for time-limited workers.
- How copies and records are kept and for how long.
- If you have received a penalty notice, the deadline to object or respond and the evidence you hold.
How we can help.
Depending on what you need, support can range from a first conversation to full representation. Ask for the scope of any work, and an explanation of our fees and separate government charges, in writing before you instruct the firm.
- Initial consultation and eligibility assessment. A conversation about your circumstances, the routes that may apply and the risks.
- Written advice and immigration planning. A considered view on your options and a plan that looks ahead to extensions, settlement or citizenship.
- Document and application checking. A review of an application or evidence you have prepared, before you submit it.
- Full application preparation and representation. Preparing and submitting the application, and dealing with the Home Office on your behalf.
- Responses to Home Office requests. Help answering requests for further information, interviews or evidence.
- Refusal analysis and next steps. Understanding why an application failed and whether to seek review, appeal, judicial review or make a fresh application.
- Ongoing business immigration support. Continuing help for employers with sponsorship, reporting, record keeping and right-to-work compliance.
Before you contact us
- Write a short summary of your circumstances and what you want to achieve.
- Note any decision dates, expiry dates or deadlines.
- Do not send passport numbers or sensitive documents in the first enquiry. We will explain how to share them securely.