Right to work checks

A clear starting point

Create a consistent approach to checking and recording permission to work. This page sets out the questions to consider before choosing an application and paying any charges.

Employers onboarding staff or reviewing time-limited permission and repeat-check arrangements. The correct approach depends on the exact permission, application location and immigration history involved. A similar-looking case may be subject to a different rule or transitional arrangement.

Who is this for?

Employers onboarding staff or reviewing time-limited permission and repeat-check arrangements.

General eligibility and requirements

Use the appropriate online, document or Employer Checking Service process. Follow the current guidance on the check itself, identity matching and retaining evidence.

Check the current official guidance for the intended submission date. If you have a previous refusal, an approaching expiry date or a change in circumstances, include that in your initial enquiry. These details may affect what is possible and how urgently you need advice.

Supporting documents

A useful evidence file addresses the specific requirements, with clear dates and consistent personal details. Depending on your circumstances, the following may be relevant:

• Share code and date of birth for online checks where appropriate
• check records
• identity verification notes
• repeat-check dates
• Employer Checking Service responses if relevant

This is a preparation list, not an exhaustive submission checklist. Check required formats, relevant evidence periods and translation requirements. Keep an exact copy of the final application and evidence. See our document preparation guide for a practical way to organise your records.

The application process

1. Identify the correct check method for the applicant’s status and documents. Apply a consistent process across recruits and avoid assumptions based on nationality or appearance.
2. Carry out the required check yourself or through the permitted process, verify identity and retain the specified evidence. Address any restrictions affecting the proposed work.
3. Record when a follow-up check is required for time-limited permission. Use the Employer Checking Service where appropriate and keep the resulting response in the employment record.

For appeals, protection and employer compliance matters, the relevant procedure may be a review, tribunal process or ongoing duty rather than a visa application. The official source below identifies the appropriate starting point.

Government fees & processing times

Professional fees are separate from government charges. Ask for a written quote confirming scope, any VAT, exclusions and additional costs. Our fees information explains what to clarify. Paying for a faster service does not guarantee approval or a decision by a particular date.

Common issues to consider

Treating a screenshot from an employee as the employer’s own check, failing to repeat a time-limited check and applying checks inconsistently.

Where a record is missing or inconsistent, explain the issue honestly and establish which evidence can address it. Do not amend a document to make it appear to meet a requirement. For help preparing for a discussion, read our consultation preparation guide.

Frequently asked questions