Changes to right to work checks in 2025: A practical guide for HR
Right to work checks changed in 2025, and UK employers must now follow new digital processes, including online checks and eVisas. Here are the key updates and what your business needs to do.
Saskia Johnston ● Aug 20, 2025
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Updated right to work checks guidance 2025
The Home Office updated the right to work checks guidance on 26 June 2025. These new rules apply to all checks carried out on or after 12 February 2025. Employers must follow the latest guidance to avoid costly fines and penalties.
Shift to digital status and end of BRPs
Since 31 October 2024, physical Biometric Residence Permits (BRPs) are no longer valid for right to work checks. Workers must now prove their immigration status through a UK Visas and Immigration (UKVI) online account linked to an electronic visa (eVisa).
Employers need to verify this digital status using a share code and the employee’s date of birth via the Home Office online portal. Manual checks are only permitted initially for workers who enter the UK on a 90-day vignette, but an online check must follow once the employee’s UKVI account is active.
Manual right to work checks in 2025
The list of acceptable documents for manual right to work checks has been updated. Clipped or cancelled British or Irish passports are no longer acceptable proof of right to work.
A UK-issued birth certificate is valid only when presented alongside an official document that shows the employee’s name and National Insurance number, such as a letter from a government agency or previous employer.
Types of right to work checks
Employers must complete a right to work check before an employee begins work. The check method depends on the individual’s nationality and immigration status. The three main types are:
Manual right to work check:
For workers presenting original paper documents like passports or visas. Employers must verify these documents in person, ensure the employee’s photo matches, and keep a clear, dated copy.
Home Office online check:
For non-UK nationals with digital status. The candidate provides a share code and date of birth, which the employer uses to verify status online and save a dated record of the check.
Digital check using Identity Document Validation Technology (IDVT):
An optional digital identity check available only for British and Irish citizens holding valid passports, performed via a certified Identity Service Provider (IDSP). Proof of the check must be saved.
When to conduct checks and follow-ups
Right to work checks must be done before the employee starts. For workers with time-limited permission, follow-up checks are required before the expiry date.
Failing to carry out these follow-ups removes your legal protection. All records must be kept securely for the duration of employment and two years after employment ends.
Penalties for non-compliance
Employers who hire foreign workers without the right to work face fines of up to £60,000 per worker. Enforcement has become stricter, so understanding and following the new rules is essential to avoid serious financial and reputational damage.
Expanding checks to gig and casual workers
In March 2025, the Home Office announced that right to work checks will be extended to cover gig economy and zero-hours contract workers. Employers will be responsible for verifying the right to work status of these workers before allowing them to start any duties.
Right to work rules are complex and constantly evolving. Our experienced team can guide you through the latest requirements, help you avoid potential penalties, and support a clear and efficient hiring process.