When you run your business and need to employ staff, it is not simply going through a recruitment practice of advertising and interviewing to find the best candidate for the job. Instead, once you see the latter, you must check that a prospective employee is legally entitled to work for you, such as through a manual check, which can depend on their immigration status. This is a legal requirement, and if you hire someone who works illegally in the UK, you could face hefty penalties. This article will, therefore, explain the Right to Work checks in terms of an employer’s legal obligations. <\/p>\n\n\n\n
A Right to Work check is an action you must carry out as an employer for all your workers to check that they have a legal right to work in the UK. All employers have a legal obligation to carry these out regardless of the size of their business or business type. The details of this requirement are in immigration law, and the Home Office<\/a> provides guidance, which you should keep an eye on as it is regularly updated. <\/p>\n\n\n\n You must carry out a Right to Work check on every worker in your business<\/a>. This is necessary before they start employment with you and during your recruitment and onboarding process<\/a>. Therefore, you need to carry out this check on your:<\/p>\n\n\n\nWho Do I Need to Carry Out a Right to Work Check On?<\/h2>\n\n\n\n
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