For employers in the United Kingdom, verifying that every worker has the legal right to work in the United Kingdom is a fundamental compliance obligation and an important component of building a trusted workforce.
As hiring practices evolve and remote and hybrid workforces become more common, the way employers conduct Right to Work checks has also changed. Digital identity verification may offer organisations a faster, more consistent alternative to traditional manual document checks, supported by a government-recognised framework designed to maintain compliance standards across digital hiring workflows.
This article explains what Right to Work checks involve, how they work in practice, and how digital Right to Work checks can help support compliant hiring in the UK. It forms part of our broader Digital Identity & Right to Work Compliance resource series.
What are Right to Work checks?
Right to work checks are a legal requirement for UK employers. Before a new employee begins work, employers must verify that the individual has the legal right to work in the United Kingdom in accordance with Home Office requirements.
The process involves checking and recording acceptable evidence of an individual’s right to work and retaining the required records. Employers should follow the latest Home Office guidance, as right to work requirements may change over time.
For the current requirements, refer to the Home Office Right to Work: An Employer’s Guide.
Why Right to Work Checks Matter for Employers
The consequences of non-compliance with UK Right to Work requirements can be significant. Organisations found to have employed workers without the legal right to work may face civil penalties, enforcement action, and reputational damage.
Beyond compliance risk, Right to Work checks also support broader workforce trust objectives. When employers verify the identity and eligibility of every worker before employment begins, they are building a workforce on a more reliable foundation. This supports more informed hiring decisions and stronger onboarding experiences, particularly in sectors where workforce integrity is closely linked to client or regulatory confidence.
For HR and talent acquisition teams managing high-volume hiring or distributed workforces, an efficient and consistent verification process can also reduce onboarding bottlenecks and help hiring teams scale without compromising accuracy.
How Right to Work checks work in the UK
The UK Home Office provides guidance on the methods employers can use to carry out Right to Work checks. The appropriate method depends on an individual’s circumstances and the applicable Home Office requirements.
Employers should refer to the latest Home Office guidance for current eligibility requirements, acceptable documentation, and the correct verification process.
Manual document checks
Manual document checks involve reviewing original identity documents in person to verify an individual’s identity and right to work in the UK. The Home Office provides guidance on the documents that may be accepted and the process for completing a manual Right to Work check.
Digital identity verification
Since April 2022, eligible employers have been able to use certified Identity Service Providers (IDSPs) to conduct digital identity verification for eligible British and Irish citizens using Identity Document Validation Technology (IDVT).
Digital identity verification can help streamline the verification process while supporting remote hiring workflows. Employers should refer to the latest Home Office guidance for eligibility requirements and the appropriate use of digital identity verification.
Online status checks
In some circumstances, employers may be able to verify an individual’s Right to Work online using the UK Home Office online checking service. Eligible individuals can generate a share code that allows employers to view their status digitally.
For information about eligibility, share codes, and the online checking process, employers should refer to the official Home Office guidance.
Note: This content is provided for general informational purposes only and does not constitute legal advice. First Advantage is not a law firm. Employers should refer to the latest UK Home Office guidance and seek independent legal advice regarding their specific circumstances.
Understanding DIATF-certified identity verification
The Digital Identity and Attributes Trust Framework (DIATF) is the UK government’s framework for certifying digital identity providers. Certification indicates that a provider meets defined requirements for security, accuracy, and data handling in identity verification processes.
For employers conducting Right to Work checks, using a DIATF-certified identity verification provider may help support consistency and audit readiness. It may also enable remote hiring workflows by allowing digital verification that meets Home Office requirements without requiring candidates to attend a physical location.
As digital onboarding becomes more widely adopted, DIATF-certified verification is increasingly central to compliant, scalable hiring practices for UK employers. It also provides employers with a more consistent framework for identity verification across remote, hybrid, and in-person hiring environments.
Learn how digital Right to Work verification can support compliant hiring workflows in the UK.
What is the difference between a Right to Work check and an identity check?
A Right to Work check confirms that an individual is legally permitted to work in the United Kingdom. An identity check help verify that the individual is who they claim to be. While the two processes are closely connected, they serve different purposes. Employers often use identity verification as part of the Right to Work process to help confirm that employment eligibility evidence belongs to the individual presenting it.
Common employer challenges with Right to Work checks
Many organisations may encounter practical challenges when managing Right to Work checks at scale.
Inconsistent workflows are a frequent issue, particularly where different sites or hiring managers follow different processes. Without a structured approach, the risk of incomplete or improperly recorded checks increases.
Manual processes can also create delays in onboarding, particularly when checks depend on candidates attending a physical location or providing original documents. For organisations operating hybrid or distributed workforces, this can slow time-to-hire and create friction in the candidate experience.
Maintaining adequate audit records is another common challenge. Employers must be able to produce evidence of checks conducted, with clear records of when and how verification took place. Digital verification systems can support this by generating structured records automatically.
Digital identity Verification vs manual Right to Work checks
While manual document checks remain a valid method, digital verification offers a number of operational advantages for employers, particularly those managing remote or hybrid hiring.
| Manual Checks | Digital Verification | |
|---|---|---|
| Speed | Requires in-person review | Can be completed remotely |
| Accuracy | Relies on individual reviewer judgement | Technology-assisted document validation |
| Auditability | Physical copies retained | Structured digital audit trail |
| Candidate experience | May require attendance at a physical location | Supports fully remote onboarding |
| Scalability | Can create pressure at volume | More consistent at scale |
Services supporting your compliance requirements in the UK
Many organisations incorporate Right to Work checks into their recruitment and workforce screening processes. Integrating verification activities into existing hiring workflows can support a consistent approach to identity verification and employment screening across the organisation.
These workflows can be supported through applicant tracking systems (ATS) or human resources information systems (HRIS), helping organisations integrate verification activities into their recruitment processes. Role-based screening programmes can also support different verification requirements across the workforce, depending on an organisation’s hiring needs.
Partnering with an established employment screening provider may support this by bringing together Right to Work verification, identity checking, and DBS screening within a structured, auditable process. This approach can help organisations provide tools to support workforce compliance objectives, mitigate hiring risk, and build a foundation of workforce trust.
Explore how First Advantage supports digital identity verification and workforce screening in the United Kingdom.
Key takeaways
What are Right to Work checks?
Right to Work checks help UK employers verify that workers are legally authorised to work before employment begins.
Can Right to Work checks be completed digitally?
Yes, in certain circumstances. Employers can use certified digital identity providers to support digital verification workflows for British and Irish citizens.
Why are Right to Work checks important?
They help employers support compliance requirements, mitigate workforce risk, and maintain workforce records.
What happens if checks are not completed?
Organisations may face enforcement action, financial penalties, and reputational risk.
Learn how digital identity verification and Right to Work checks can support compliant hiring in the United Kingdom. Get in touch.
Frequently Asked Questions
What documents are accepted for Right to Work checks in the UK?
Acceptable documents are set out in the Home Office employer guidance.
Can Right to Work checks be completed remotely?
Employers shall refer to the Home Office employer guidance. They may decide to complete certain Right to Work checks remotely using a DIATF-certified identity service provider for eligible British and Irish citizens, or through the UK Visas and Immigration online service for individuals with digital immigration status.
What is digital identity verification?
Digital identity verification uses technology to confirm that a person’ is who they claim to be verifying through technology their identity documentation is without requiring in-person document review. For Right to Work purposes, this is conducted using Identity Document Validation Technology (IDVT) by a certified provider.
What is IDVT in the UK?
Identity Document Validation Technology (IDVT) is the technology used by certified digital identity providers to verify identity documents electronically. Employers can use IDVT-based checks to meet their Right to Work obligations for British and Irish citizens.
What is DIATF?
The Digital Identity and Attributes Trust Framework (DIATF) is the UK government’s framework for certifying digital identity providers. Only DIATF-certified providers can carry out IDVT-based Right to Work checks on behalf of employers.
Are Right to Work checks mandatory for all employees?
Yes. UK law requires employers in the United Kingdom to carry out Right to Work checks for all employees before employment begins, regardless of nationality or role.
What happens if an UK employer fails to conduct checks?
Employers in the UK who do not conduct Right to Work checks, or who fail to maintain adequate records, do not benefit from a statutory excuse and may be subject to civil penalties and other enforcement action from the Home Office.
Sources:
UK Home Office Employer Guidance | Digital Identity and Attributes Trust Framework (DIATF) | Identity Document Validation Technology (IDVT) | UK Visas and Immigration Online Right to Work Service | Disclosure and Barring Service (DBS) | Right to Work Checks Overview
