Right To Work Checks

As an employer, it’s important that assumptions are never made about someone’s eligibility to work or about their immigration status. As the employer, it’s your responsibility to carry out checks on all prospective employees.

Failing to complete the correct Right To Work Checks can be financially and reputationally damaging, particularly if a fine is levied. However, failure to complete Right To work checks may even disqualify a business from pursuing into public procurement contracts.

While employers have a legal duty to prevent illegal working, it’s important that they avoid unlawful discrimination while doing so. Right to Work Checks must be carried out on all employees regardless of gender, background or ethnicity. As well as checking if the applicant is legally permitted to work, Right To Work Checks also verify any time-limited restrictions to their employment.

There are two lists of documents. Known as List A and List B, the lists set out the documents that you, as employers, can accept as a person’s proof of right to work. It is important that you only accept documents on these lists as no other documents are considered as acceptable proof of right to work.

List A comprises documents that are acceptable for someone with a permanent right to work. If a candidate for a role has a permanent right to work and you complete a Right to Work Check before employment begins, you will establish a continuous statutory excuse for the period of their employment in your employ.

List B comprises documents that are acceptable for someone with a temporary right to work. If you carry out a Right to Work check on someone with a temporary right to work, it will establish a time-limited statutory excuse. This means you’ll have to carry out another check – a re-check – so that you maintain the statutory excuse. This is usually the time that a person’s permission ends. The expiry date will be noted on the document you use to conduct the check.

At Checkback International, we use Identity Document Validation Technology (IDVT) and have been approved as an Identity Service Provider (IDSP). Checkback International can dramatically reduce the time taken to process Right To Work Checks and cut the number of administration hours spent in undertaking checks. 

As a verified Identity Service Provider (IDSP), Checkback International has met the Government standards to carry out digital Right To Work checks. 

Most employers don’t have an issue with the Right to Work concept; after all, it’s integral to keeping our teams and clients safe. However, it may have slowed the recruitment process in the past. At Checkback International, our fully digital system allows us to trace applications through the system in real time so we can see immediately if any issues crop up. Then, we set to solving them and getting the checks back on track. At Checkback, we understand employers count on us to support the smooth onboarding of their new employees and, when you find the best person for the job, you don’t want to be slowed down with unnecessarily slow Right To Work Checks. Working with your Checkback International Client Account Manager, you will be able to send us new candidates at any given moment and we’ll take care of the rest of the process.

By choosing Checkback International as your Right To Work Check supplier, you’re beginning a partnership that delivers Right To Work Checks without fuss. Most checks run smoothly – we should know as we track them through the system – but from time to time, we can come across issues that can slow checks down. With our experience, we will implement a solution to get the check back on track whether it impacts one check or one hundred. Working with your Client Account Manager, you simply have to share the applicant details with us and we’ll get the checks underway.