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Employment United Kingdom For businesses

Right to Work Compliance Check

Check whether your right to work checks meet Home Office requirements.

Start free check 8 questions · 6 minutes · No signup

Did you know? The numbers behind this check.

  • £60,000 per illegal workerMax civil penalty
  • Before employment startsCheck required
  • For duration of employment + 2 yearsRecords must be kept
  • Require follow-up checksTime-limited visas

Why this matters.

UK employers have a legal duty to check that every employee has the right to work in the UK before they start employment, and to keep evidence of that check. The Home Office can issue civil penalties of up to £60,000 per illegal worker for employers who don’t carry out a “statutory excuse” check correctly — and in serious cases, employing someone who you knew or had reasonable cause to believe didn’t have the right to work can lead to criminal prosecution.

Right to work checks must follow a specific process: checking original documents in person (or using approved digital/online checking services), verifying they’re genuine and belong to the holder, and keeping clear, dated copies. Many small businesses do an informal check at the start but don’t retain proper evidence, or don’t follow up on time-limited visas — both of which can invalidate the “statutory excuse” that protects employers from penalties.

Have these to hand.

  • Your current process for checking new starters' right to work
  • Records of right to work checks for current staff
  • Whether any staff have time-limited visas requiring follow-up checks

What you’ll get.

  • 1A score out of 100Where you stand today, at a glance.
  • 2Findings ranked by riskWhat could cost you, highest risk first.
  • 3A plan with timeframesWhat to fix first and by when.

This check reviews your right to work process and record-keeping against Home Office requirements, helping you confirm your statutory excuse is properly maintained.

More in Employment. Checks people run next.

General guidance only, not legal advice. Consult a qualified solicitor or adviser in your jurisdiction for specific issues.