UK digital ID U-turn: What employers need to know

The UK government has abandoned its plan to make workers register for a digital ID to verify their right to work in the UK, but employers must still carry out accurate right to work checks.

For businesses sponsoring international talent, staying on top of these changes is essential to maintain compliance and protect against penalties.

Digital ID is no longer compulsory

When Prime Minister Sir Keir Starmer announced the policy in September 2025, digital ID was set to be mandatory for all workers, intended to simplify verification and reduce illegal working.

The government has since clarified:

• Registration for digital ID is optional
• Right to work checks remain mandatory
• Employers can continue to rely on existing approved methods, including:
• Biometric passports (verified via Identity Service Providers)
• Electronic visas (eVisas)
• Home Office online verification services and share codes

BRPs and digital status

• Since 31 October 2024, physical Biometric Residence Permits (BRPs) are no longer valid for right to work checks.
• Workers must prove immigration status through a UKVI online account linked to an eVisa.
• Employers verify this using a share code and the employee’s date of birth via the Home Office portal.
• Manual checks are only allowed initially for workers entering on a 90-day vignette, with an online check required once the UKVI account is active.

The original promise that no one could work in the UK without a digital ID no longer applies. The focus has now moved from strict immigration enforcement to modernising verification and improving access to public services.

What hasn’t changed

Employers’ compliance obligations remain critical:

• Right to work checks must meet Home Office standards.
• Civil penalties of up to £60,000 per worker still apply for illegal working.
• Accurate record-keeping and secure storage of verification data are essential.

Digitising checks, whether using digital ID, eVisas, or other approved methods, improves auditability, reduces fraud, and supports enforcement. Digital verification should be treated as an essential part of your compliance strategy.

Why the policy was scaled back

Several factors prompted the change in policy:

• Public opposition: Millions signed petitions against mandatory digital ID.
• Parliamentary concerns: Some MPs raised issues about compulsory registration and civil liberties.
• Practical challenges: Whistleblowers highlighted cybersecurity vulnerabilities in the One Login system, while questions over cost and feasibility added further pressure.

Implications for employers and sponsor licence holders

For businesses employing international talent, compliance responsibilities remain unchanged. Key actions include:

• Maintain rigorous processes: Ensure all right to work checks meet legal requirements.
• Adopt flexible digital options: Digital ID is now one of several valid verification methods; biometric passports, eVisas, and online status checks remain fully acceptable.
• Keep comprehensive records: Immigration audit-ready documentation is essential for risk management and sponsor licence compliance.
• Prepare for future updates: A public consultation will define the technical standards for digital checks by 2029.

Moving forward

The government’s U-turn does not reduce the importance of digital verification. Employers should:

• Strengthen internal procedures and train staff on acceptable verification methods.
• Continue integrating digital checks into compliance processes rather than waiting for a single “Brit Card.”
• Monitor upcoming consultations and policy updates to stay ahead.

Ensure your business stays compliant amid evolving right to work rules. Reach out to our business immigration team for tailored guidance on verification processes, sponsor licence compliance, and hiring international talent with full confidence. Contact us at [email protected] or give us a call on +44 (0) 20 7759 5420.