Key Takeaways
- What are the key UK hiring compliance requirements?
Employers are required to meet the UK Home Office’s requirements regarding identity verification and right to work checks. DBS background checks may also be required for certain regulated roles. - Which right to work checks are required in the UK?
Employers are required to verify a candidate’s identity through manual document inspection or a certified digital identity solution and confirm they have the appropriate authorisation to carry out the work in question. - How are DBS background checks carried out in the UK?
Basic Disclosure checks can be requested by the individual or processed through a Responsible Organisation (i.e. an organisation registered with the DBS to submit basic checks). Other DBS checks (Standard, Enhanced and Enhanced with Barred List(s) DBS checks) can be completed through a Registered Body.
After a year marked by economic uncertainty, the UK job market is showing early signs of recovery. No longer restricted to delivery and rideshare services, the gig economy has expanded, with employers in industries such as IT and technology, showing an increased interest in recruiting professionals for temporary and non-traditional roles. Meanwhile, concerns around illegal working have led to greater scrutiny of employment practices and an increase in enforcement adapt to a changing job market, with increased focus on digital identity and right to work checks requirements. Furthermore, UK organisations that do not meet these requirements may be subject to civil penalties and fines.
To support workforce trust, UK employers should implement need to put in place thorough identity and employment screening programmes that help address compliance requirements and support informed hiring decisions. Read on to learn more about employment screening and compliance in the UK.
Understanding right to work checks
Since 2008, the UK Right to Work Scheme has required employers operating in the UK to conduct right to work checks to confirm individuals have the appropriate immigration status to work. In 2025, the Border Security, Asylum and Immigration Act extended these requirements to gig economy employers and other non-traditional working arrangements.
UK Immigration Enforcement teams have recently intensified their level of activity to address illegal working, with a reported 51% increase in raids from 2024 to 2025. Employers who do not meet the requirements and their obligations under the Right to Work Scheme and the Border Security, Asylum and Immigration Act may be subject to civil penalties, with fines up to £20,000 where they are unable to provide evidence that right to work checks were conducted. This evolving landscape highlights the importance of taking a consistent and well-informed approach to right to work checks.
How Right to Work Checks Work in the UK
To meet UK right to work requirements, employers can check a candidate’s entitlement to work in one of three ways:
- Searching the candidate’s date of birth and share code using the UK Visas and Immigration’s online service (this option is not available for British and Irish citizens).
- Manually reviewing a candidate’s original documents to verify their identity and, if they are not a British or Irish citizen, confirming that their right to work remains valid for the role in question. A list of acceptable documents is available online.
- Using an identity service provider that offers Identity Document Validation Technology (IDVT) to verify a digital copy of a physical document.
Employers are responsible for carrying out right to work checks before engaging them under a contract of employment or performing the working engagement.
Digital Identity Verification vs Manual Right to Work Checks
In April 2022, the UK Home Office enabled the use of digital identity services for identification purposes as part of the right to work process. While employers can manually carry out manual identity verification and right to work checks, this process can be time-consuming and may increase the risk of human error. As a result, many organisations use trusted third-party providers to support their UK right to work processes.
For UK employers, obtaining digital identity verifications and right to work checks through an identity and background screening provider can offer several benefits. By reducing hiring managers’ administrative efforts, third-party right to work checks can help streamline the hiring process and help mitigate the risk of errors. An online audit trail also enables employers to maintain records of right to work checks and provide evidence that the required checks have been completed.
Click here to learn more about right to work checks in the UK
What is digital identity in the UK?
Digital identity involves verifying an individual’s identity through digital means, such as scanning or photographing a physical document or using of biometric data. In 2025, the UK government introduced a digital identity scheme, the BritCard, as part of broader efforts to support digital identity across services. While it was initially proposed as a standardised form of identification, it is not the only method available for confirming an individual’s identity or right to work for employment purposes. However, digital identity verification may remain an efficient and convenient way of meeting right to work requirements. UK employers can verify digital identity through any organisation that meets the standards set in place by the Digital Identity and Attributes Trust Framework (DIATF).
Overview of the UK Digital Identity and Attributes Trust Framework (DIATF)
The UK Digital Identity and Attributes Trust Framework (DIATF) sets out a framework of rules and standards that organisations must follow to provide digital identity verification services. DIATF is designed to support trust in the digital identity verification ecosystem by promoting secure and consistent identity solutions while protecting individuals’ privacy.
To align with DIATF compliance requirements in the UK, identity verification providers must comply with six fundamental principles:
- Privacy. Safeguards must be put in place to protect the confidentiality and privacy of individuals’ personal information.
- Transparency. Users must be informed about why, when, and by whom their identity data is used.
- Inclusivity. Digital identity solutions should be accessible to individuals who wish to obtain one.
- Interoperability. Digital identity solutions should meet technical and operating standards to enable international and domestic interoperability.
- Proportionality. Identity verification solutions should take into account users’ needs, privacy, and security considerations.
- Good governance. Identity providers’ practices must align with government policies and law.
The UK Department for Science, Innovation and Technology (DSIT) issues certifications to identity products, services, and processes that meet DIATF requirements. Employers who choose to carry out UK digital identity verifications for hiring purposes through third parties should therefore consider working with service providers that have obtained the relevant certifications.
DBS checks and employment screening in the UK
Disclosure and Barring Service (DBS) checks are commonly used in the UK to help employers review an individual’s criminal record information as part of the hiring process. Information disclosed through DBS checks can vary depending on the type of check performed. In the UK, disclosure of criminal history information is governed by the Rehabilitation of Offenders Act 1974 (ROA). This legislation was introduced to support individuals who have been convicted of certain offences and have not reoffended, by limiting how and when past convictions are disclosed, giving them a chance to rehabilitate themselves by protecting them from discrimination. Under the ROA, certain convictions may become ‘spent’ after the defined rehabilitation period has elapsed. In most cases, employers are not permitted to request information about spent convictions unless the role is eligible for an exemption.
Depending on the type of DBS checks required, individuals may be able to request their own certificate from the DBS, while employers may need to go through a Responsible Organisation or Registered Body that has registered with the DBS to retrieve other types of checks. Since there are different types of DBS checks available, employers may need to consider which level of DBS is appropriate for each position.
Here is what employers need to know about DBS background checks in the UK.
Types of DBS checks
There are three types of DBS checks:
Basic Disclosure. A Basic Disclosure certificate provides information about unspent convictions and, in England and Wales, conditional cautions that are considered unspent under the Rehabilitation of Offenders Act (ROA) 1974. It can be used to screen candidates and employees across a range of roles. Employers may ask candidates to apply for their own certificate or request Basic Disclosure checks through a Responsible Organisation.
Standard Disclosure. Standard Disclosure certificates provide details of both spent and unspent convictions and cautions held on the Police National Computer. These checks are only available for specific regulated or safety-sensitive roles and cannot be requested by individuals. Organisations that need a Standard Disclosure for employment purposes must obtain the certificate through a Registered Body.
Enhanced Disclosure. In addition to the information included in the Standard Disclosure checks, Enhanced Disclosure certificates may include relevant non-conviction information held by UK police. For certain roles, checks may also include a search of the DBS Barred Lists, which identify individuals who are restricted from working with children or vulnerable groups. These checks are typically used for roles involving regulated activity with children or vulnerable individuals. As with Standard Disclosures, organisations can only obtain Enhanced Disclosure certificates through a Registered Body.
Employers can consult the eligibility guidelines published by the Disclosure and Barring Service to help determine which level of check may be appropriate for a particular role.
When DBS checks are required
Organisations recruiting for roles involving working with children or vulnerable adults are typically required to carry DBS checks (see above). This includes roles in sectors such as education and healthcare, e.g., teacher, social worker, and medical professional roles. Where the role involves a significant level of contact with vulnerable persons, employers may need to request an Enhanced Disclosure that includes a search of the DBS Barred Lists. Under the law, it is a criminal offence for an employer to knowingly hire barred individuals for a regulated activity. Employers are expected to follow relevant legal requirements and guidance when making hiring decisions for regulated activity.
Regulated roles in the financial sector, directorships, and other specific roles may require Standard DBS checks as part of a broader due diligence background programm. The DBS provides guidance to help organisations determine whether a DBS Standard check may be appropriate. Employers shall consult their legal advisor for advice.
Click here for answers to frequently asked questions about DBS checks.
Building a hiring process in the UK that supports compliance requirements
The UK has a complex regulatory landscape, with different authorities and frameworks governing the use of identity verifications and other forms of preemployment screening. While employers can provide compliance training and resources to support their staff, implementing systems and processes that align with regulatory requirements can help mitigate risk. Employers may benefit from working closely with their compliance experts and their background screening provider to design structured identity and employment screening programmes that support their right to work and DBS requirements, help manage risks, and address potential challenges.
Integrating identity verification
To facilitate compliance with UK digital identity verification and hiring requirements, employers may choose to embed identity verification processes r directly into their broader hiring and screening workflows. By integrating a background screening provider’s platform with their Applicant Tracking System (ATS) or Human Resources Information System (HRIS), hiring teams can easily order, track, and review identity verifications and background checks within a single centralised location. Setting up role-specific packages can help teams select appropriate checks for each position, reducing the risk that required checks are missed. Online platforms can also present candidates with the relevant notice and consent forms required for each check, along with guidance on completing the forms and submitting supporting documentation.
While some organisations use multiple third parties for identity verifications and background checks, working with a single provider may help enhance efficiency and reduce costs. Employers may wish to consider providers that align with the DIATF certification and are registered with the DBS as a Responsible Organisation and Registered Body.
Supporting the candidate experience
Contrary to some assumptions, identity verifications and background checks can have a positive impact on how candidates perceive a potential employer. In our 2026 Global Workforce Trends Report, with insights from more than 5,000 CHROs, HR professionals, and recent job candidates, 7 in 10 candidates say that screening increases their trust in an organisation. Beyond regulatory considerations, identity verifications, right to work checks, and DBS checks can help employers demonstrate their commitment to fair hiring practices and provide reassurance around workplace trust.
In addition to increasing hiring managers’ workload, manual identity and screening processes can be time-consuming and may create delays for candidates, which could contribute to drop-off. To support a smoother candidate experience, employers may wish to adopt processes that are efficient and easy to complete. When selecting an identity and background screening provider, employers could consider not only the range of services and compliance support, but also the overall usability and accessibility of platform’s for their candidates.
Right to work checks in the UK are a legal requirement. Non-traditional employment and gig work no longer escape scrutiny, as UK regulators crack down on the use of workers without valid authorisations. As part of the right to work process, digital identity verification is increasingly used to support identify checks, making it important for employers to consider providers that meet the DIATF.
DBS checks remain a cornerstone of preemployment screening and can support informed hiring decisions and build workforce trust. Structured screening processes that embed regulatory requirements directly into background screening workflows can help streamline hiring activities, mitigate risks and reduce administrative efforts.
Learn how digital identity verification may support compliant hiring in the UK. Contact us.
Frequently Asked Questions
What is DIATF in the UK?
The UK Digital Identity and Attributes Trust Framework (DIATF) sets out a set of rules and best practices that digital identity verification providers must follow to support trust and privacy.
What are right to work checks?
Right to work checks involve verifying candidates’ identity and their authorisations to work. In the UK, employers are required to conduct right to work checks before entering into a contract of employment and to maintain appropriate records of these checks.
What happens if employers do not meet right to work check requirements?
Employers who do not carry out the required right to work checks and identity verifications may be subject to civil penalties, including fines of up to £20,000.
Are DBS checks mandatory for all roles?
Certain DBS checks are required for specific regulated roles in sectors such as education, healthcare, and financial services. Employers can refer to the DBS eligibility guidelines when determining which level of check may be appropriate for a role.
How can employers verify identity digitally?
Employers can verify identity digitally through a trusted identity service provider that offers Identity Document Validation Technology (IDVT), which is used to establish the authenticity of identity documents, such as residence permits, ID cards, and passports.
