Employers must carry out right to work checks on all appointees to ensure they are allowed to work for them in the UK before they employ them.
There are a number of changes being made to the ‘right to work checks’. These changes are:
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Since 1 July 2021, employers can no longer accept an EEA, Swiss passport, or relevant National ID Card as evidence of a lawful right to work in the UK when recruiting employees. Employers now need to see proof of immigration status, such as, eligibility under the EU Settlement Scheme or the new Points Based System (PBS) immigration framework.
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The temporary adjustments to the right to work checks, in place since 30 March 2020 remain in place until 5 April 2022. The checks can currently be carried out through prospective employees sending scanned copies of compliant ID documents via email, followed by a video call to confirm original ID with the employer. Pre Covid-19, employers had the right where eligible and with the employee’s consent to conduct right to work checks online utilising the Home Office portal, and this is still available.
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The Home Office has stated that the original document checks will not be required to be redone retrospectively for individuals who had a temporary adjusted right to work check between 30 March 2020 and 5 April 2022 (inclusive).
If you would like to know more about the changes to ‘right to work’ checks that are coming up very shortly please contact Kirsty Henderson, one of our HR Advisors.
First published 18 August 2021
Last Updated 27 August 2021
27 August 2021
The temporary adjustments to the right to work checks, in place since 30 March 2020 remain in place until 5 April 2022.
18 August 2021
First published.
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