Right to work checks

COVID-19 indemnity and litigation

Employers should seek verification of the applicant’s right to work at the same time as conducting the identity check, as described in the identity check standard, to remove any unnecessary duplication of check requirements.

If the applicant has a non-EEA visa permitting work or has applied to the EU settlement scheme, the employer may ask them to access their profile on the Home Office online portal by entering their passport number and date of birth, after which a one-off share code will be sent to the individual’s email address or phone. The individual can then disclose this share code to a prospective employer, so that they can validate their right to work status through the online portal. Where validating information online, there is no requirement to obtain any further documentary evidence of right to work.

Employers will need to record that checks have been completed remotely, as described under the section on identity checks, or by using the online portal. 


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