UK Business Immigration: Right-to-Work Checks – What Employers Need to Know

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    Webinar

    UK employers are generally familiar with the need to carry out specific checks to ensure their employees have the right to work, and with the consequences of illegal employment. But the way in which the Home Office says these checks must be done is complex and continues to evolve. A significant change from 1 October 2022 is the anticipated removal of COVID-19-related adjusted right to work checks, which have allowed employers to check immigration status documents remotely via a video call, without seeing the originals. Many employers are prepared for the end of this concession but others are looking for clarification on this and other right-to-work queries.

    Join our webinar on 5 October 2022 at 12.30 p.m. for a thorough discussion covering the latest developments and everything else you need to know about employer right-to-work obligations.

    Issues covered will include:

    • Are we obliged to use an identity service provider (IDSP) to carry out digital identity checks?
    • Can we outsource all our right-to-work checks to an IDSP?
    • What documents need to be retained when completing a Home Office online right-to-work check?
    • Can the online right–to-work service be wrong?
    • Will failing to complete a digital check lead to a civil penalty or imprisonment?
    • Can an expired British passport confirm the right to work?
    • When should we use the Employer Checking Service and what if it takes too long?
    • What if a candidate’s immigration status is endorsed in an expired passport?
    • Can student visa holders work in full-time permanent vacancies?

    There will also be time for an audience Q&A session.

    This webinar is aimed at anyone involved in the recruitment of workers, including HR, global mobility and talent acquisition professionals (particularly from a compliance perspective) and legal counsel, as well anyone holding Authorising Officer, Key Contact or Level 1 user responsibilities for their organisation’s worker sponsor licence.