{"id":199856,"date":"2026-10-02T06:50:50","date_gmt":"2026-10-02T05:50:50","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=199856"},"modified":"2026-10-09T03:28:29","modified_gmt":"2026-10-09T02:28:29","slug":"right-to-work-checks","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/corporate-immigration\/right-to-work-checks\/","title":{"rendered":"UK Right to Work Checks: An Employers Guide to Share Codes"},"content":{"rendered":"\n

A right to work check establishes whether someone has permission to work in the UK and can perform the work you offer. Employers should complete the appropriate Home Office checking process before the person starts work. A correctly completed check can provide a statutory excuse, meaning a defence against a civil penalty for illegal working. You must also retain evidence and complete any required follow-up checks to keep that protection. You should also check who actually performs the work when an agreement allows a substitute. This article explains right-to-work checks, follow-up checks, and the wider responsibilities that apply.<\/p>\n\n\n\n

What is a Right to Work Check?<\/h2>\n\n\n\n

A right to work check is the process an employer follows to establish whether an individual has permission to work in the UK. It also establishes whether there are any restrictions on the work they can undertake.<\/p>\n\n\n\n

Carrying out the check correctly can give an employer a statutory excuse against a civil penalty. This matters if the individual is later found to have been working illegally. Simply asking an individual whether they have the right to work is not enough. Employers must follow one of the Home Office-prescribed checking processes.<\/p>\n\n\n\n

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“Trace a substitute's route from approval to their first shift when you test your process. This helps you see whether your contract and identity checks work together”<\/p>\n <\/blockquote>\n

\n \"Georgina
\n Georgina Hebibasi<\/span>\n Practice Leader, LegalVision<\/span>\n <\/figcaption>\n <\/figure>\n<\/div>\n\n\n\n

When Should a Right to Work Check Be Completed?<\/h2>\n\n\n\n

An employer should complete the appropriate right to work check before the individual starts work. If an individual has time-limited permission to work in the UK, you may also need to check again before that permission expires.<\/p>\n\n\n\n

Build checks into recruitment and onboarding procedures. Identify who completes the check, records the result, and monitors any follow-up date.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n

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