MoorcroftsMoorcroftsMoorcroftsMoorcrofts
Menu
  • Services
  • Team
  • Careers
  • Charity
  • Insights
    • News
    • Events
    • Podcasts
    • Case Studies
  • Contact

End of Temporary Adjustments for Right to Work Checks

End of Temporary Adjustments for Right to Work Checks

End of Temporary Adjustments for Right to Work Checks

21st April 2021

Share this post

Most employers are aware that a key part of the recruitment process and onboarding new employees is the obligation to carry out checks that employees have the right to work legally in the UK. This is in order to comply with the duty on employers to prevent illegal working. Failure to carry out checks in the prescribed manner can see employers being unable to take advantage of the statutory defence if it turns out that the employee did not have the right to work.

As with many aspects of work, the impact of the Coronavirus pandemic meant that carrying out these check became more difficult for employers. As a result, the Government introduced temporary changes to the right to work checks. However, employers need to be aware that these temporary changes are going to end on 16 May 2021.

Until then:

  • Checks can be carried out over video calls
  • Job applicants and existing workers can send scanned documents or a photo of documents for checks using e-mail or a mobile phone app, rather than sending original documents; and
  • Employers should use the Government’s Employer Checking Service if a prospective or existing employee cannot provide any of the accepted documents.

From 17 May 2021, employers will need to either:

  • Check the original documentation; or
  • Check the right to work service providing the individual gives the employer their share code.

Given the penalties for employing someone who doesn’t have the right to work in the UK, it is important that employers review their right to work processes and make any adjustments to take into account the changes coming in on 17 May 2021.

If you need any further assistance on right to work checks, please contact Matt Jenkin.

Related Post

18TH SEPTEMBER 2025

Are you clear on the gender reassignment rules following...

In the wake of the Supreme Court ruling in For Women Scotland Ltd v Scottish Ministers [2025], the Equality and Human Rights Commission (EHRC) is revising its guidance on single-sex and separate services. On 27 August 2025, the EHRC...

18TH SEPTEMBER 2025

Is the Government backtracking on the Fire & Rehire...

As things currently stand, UK employers who wish to change the terms of an employee’s contract, for example, altering working hours, can do so by terminating the existing contract and offering re-employment under new terms. This...

Recent Posts

  • Are you clear on the gender reassignment rules following the recent EHRC developments?

    18th September 2025
  • Is the Government backtracking on the Fire & Rehire ban?

    18th September 2025
  • Moorcrofts shines in Legal 500 UK 2024 rankings: retaining its position as a ‘Tier 1’ law firm

    5th October 2023

Get in touch

team@moorcrofts.com
T. +44 (0) 1628 470000
F. +44 (0) 1628 470001
LinkedIn Twitter

Find us

Thames House
Mere Park
Dedmere Road
Marlow
Bucks
SL7 1PB
Moorcrofts LLP is a limited liability partnership registered in England and Wales under number OC311818. Partners: Theresa Hunter, Barry Maytum, Joe Hughes, Julia Ferguson, Kate Prentis, Lindsey Abbott, Tim Astley and William Pearce. Authorised and regulated by the Solicitors Regulation Authority (number 419658) VAT no. GB 727298404

The term "Partner" is used to refer to a member of Moorcrofts LLP or a person of equivalent status, qualifications or senior management experience.

Privacy and cookies  | Service and price transparency  | Complaints

© 2024 Moorcrofts LLP, All Rights Reserved.

This website uses cookies to personalise your experience. For more information on how this site uses cookies please view our Privacy policy