Why Right to Work Checks matter, even if someone ‘looks and sounds British’
Imagine hiring someone who seems perfect for the role – they speak fluent English, have a solid work history and come across as completely legitimate. You skip the right to work check because, well, they ‘look and sound British’. Fast forward a few months, and you’re hit with a Home Office audit. Turns out, your new employee doesn’t have the legal right to work in the UK. Now, you’re facing a hefty fine of up to £60,000 per illegal worker, public naming and shaming, and potentially even criminal charges.
Right to Work Checks are a legal requirement, not a choice
Under UK law, employers must carry out right to work checks on every employee before they start work – no exceptions. It doesn’t matter if someone was born and raised in the UK, speaks flawless English, or even has a British sounding name. Without proper documentation, you have no legal defence if they turn out to be working illegally.
In 2024, the government ramped up enforcement, increasing fines and cracking down on businesses that fail to meet their obligations. This is a fundamental part of hiring legally and protecting your business from serious financial and reputational damage. Don’t get caught out!
What are the consequences of skipping the check?
Fines and Legal Action – If you’re caught employing someone without the right to work, fines can reach £60,000 per worker. Repeat offenders could face criminal prosecution.
Reputational Damage – The Home Office publishes the names of non-compliant businesses. This kind of negative publicity can erode trust with customers and potential employees.
Loss of Contracts – Many clients and partners require proof of compliance with employment laws. Failing to conduct right to work checks could result in losing valuable business relationships.
How to get it right
To stay compliant and protect your business, follow these steps:
Check the Right Documents – Acceptable documents include a British or Irish passport, a share code for online checks or a visa proving work eligibility.
Verify the Authenticity – Ensure documents are genuine, belong to the candidate and haven’t expired.
Keep Proper Records – Store copies of all right to work documents securely. If challenged, you’ll need proof that you followed the correct process.
No exceptions, no assumptions
It’s easy to think that right to work checks only apply to people with foreign sounding names or accents, but this is a dangerous (and discriminatory) assumption. Even British nationals sometimes struggle to prove their right to work if they don’t have a passport. The safest approach is to treat every candidate the same – check everyone and document it properly.
By making right to work checks a non negotiable part of your hiring process, you’ll avoid fines, stay compliant, and ensure your business is protected from legal trouble. Don’t leave it to chance – check, verify and document, every single time.
Need help with document checks?
To support businesses in staying compliant, we now offer a document checking service. This service ensures that employee identity documents are genuine and meet legal requirements for right to work verification.
Our service uses advanced identity verification technology to confirm the validity of passports, ID cards, visas, and other key documents. This helps employers reduce risk, streamline hiring, and avoid costly mistakes.
For just £20 per employee plus VAT, you can ensure your business remains compliant with UK law. Our service is quick, reliable, and hassle free, giving you the confidence that your workforce meets legal requirements.
Don’t take unnecessary risks – get in touch today to secure your business against non compliance.
