Right to work checks in the UK: what you need to do
Published Nov 09, 2026
Before anyone starts working for you, check that they have the right to work in the UK. This includes British and Irish citizens, as well as people with a visa, settled or pre-settled status, or other immigration permission. Getting the check right isn’t just paperwork - it can help protect your organisation from penalties for employing someone who isn’t allowed to work.
Choose the right way to check
How you check depends on the person’s documents and immigration status. Where allowed, you can do a manual check of their original documents with the person present, either in person or through a permitted video link or external agency. Check that the documents look genuine, the photo matches the person, and the details match across the documents.
For British or Irish citizens, acceptable documentation is a passport (may be out of date) or Birth Certificate, accompanied by an NI number.
Everyone else must provide the appropriate immigration documentation alongside an in-date passport.
Keep a clear copy of the documents or online check result, and record the date you checked them. Store everything securely throughout the person’s employment and for at least two years after they leave.
Some immigration permissions have an expiry date. Set a reminder so you can do another right to work check before the existing permission runs out.
Subcontractors and contracted workers
If a subcontractor employs the people doing the work, it’s normally their job to carry out the statutory right to work checks. You don’t automatically need to check each worker as if they were your own employee. Still, take reasonable steps to make sure the subcontractor has a proper checking process in place.
If you engage genuinely self-employed people directly, you need to carry out the right to work checks yourself.
Want to know more?
Take a look at the latest guidance below:
Employer’s guide to right to work checks: 1 October 2026