Employer Right-to-Work checks

All sponsors must ensure that all staff or potential recruits have current visas.

All employers in the UK have a responsibility to prevent illegal working. You do this by conducting simple right to work checks before you employ someone, to make sure the individual is not disqualified from carrying out the work in question by reason of their immigration status.

This can be done by logging on to https://www.gov.uk/view-right-to-work  If the result is inconclusive it will lead you to a second link which is the employer checking service where further checks can be made: https://www.gov.uk/employee-immigration-employment-status

This enables UK employers to confirm whether a foreign national holding either a biometric residence permit or biometric residence card has a current right to work in the UK and whether they are subject to any restrictions.

You must conduct a right to work check before you employ a person to ensure they are legally allowed to do the work in question for you. If an individual’s right to work is time-limited, you should conduct a follow-up check shortly before it is due to come to an end.

A statutory excuse is an employer’s defence against a civil penalty. In order to establish a statutory excuse against a civil penalty in the event that an employee is found to be working illegally, employers must do one of the following before the employee commences employment:

You can also use the Employer Checking Service where an individual has an outstanding application.