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Changes to Right to Work Checks from 1 July 2021

Changes to Right to Work Checks from 1 July 2021

The Home Office have released their long anticipated guidance on how right to work checks will be carried out from 1 July 2021. Online checks replace most EEA national passports as acceptable proof of right to work.

We have answered the key questions arising from the latest guidance below.

Why do employers carry out right to work checks?

The purpose of right to work checks is to establish a statutory excuse against illegal working. It is an offence to employ an individual whom you know or have reasonable cause to believe is an illegal worker. Employers can receive civil penalties of up to £20,000 per worker or indeed criminal sanctions in the most serious cases if they are found to be employing an illegal worker.

Conducting appropriate right to work checks against new recruits prior to commencing employment will provide employers with a statutory excuse against the civil penalty, either continuously or until such times as the individual’s right to work expires. Follow up checks may be required in such cases.

What is the current position until 30 June 2021?

Currently, right to work checks can be carried out manually or online before employment commences.

Manual checks require employers to verify an original document in the presence of the job applicant, although there are currently temporary coronavirus adjustments in place until 31 August 2021 which permit scans and video conferencing to be used instead. Online checks can also be carried out in some limited cases, and always with the consent of the employee. A copy of the documentation or online check must be retained and employers must always record the date, time and nature of the check carried out.

Until 30 June 2021, EEA passports and identity cards remain acceptable documents for satisfying manual right to work checks for those employed before this date. This means that until 30 June 2021, EEA national recruits can still use their passport or identity card to satisfy right to work checks.

What is changing from 1 July 2021?

The Brexit transition period ended on 1 January 2021. EEA nationals living in the UK before this date have until 30 June 2021 to apply to the EU Settlement Scheme (“EUSS”) to secure their right to continue living and working lawfully in the UK.

From 1 July 2021, EEA nationals (with the exception of Irish citizens) can no longer use their passport to satisfy right to work checks. This is because they now require status either through the EU Settlement Scheme or by another means to work in the UK. EUSS Status is granted digitally, therefore it results that status can only be verified digitally using the online checks.

How do I conduct an online right to work check?

This process must start with the recruit, who will require to obtain a share code online and share this with their prospective employer along with their date of birth.

Once the employer has both details, they can view the person’s right to work online in their presence and, as with all right to work checks, retain a copy and record when the check was carried out.

Do all EEA nationals recruits need to complete online checks from 1 July 2021?

No, as not all EEA nationals will have status under the EU Settlement Scheme.

Irish nationals can continue to use their passports and do not require to use the online system. Similarly, EEA nationals with status as a frontier worker may have a physical permit instead of digital leave which can be presented for a manual check. Frontier worker status can also be verified online. Some EEA nationals may also have Indefinite Leave to Enter or Remain which can be evidenced by presentation of the document confirming this status. Holders of a Biometric Residence Permit can present this for a manual check instead of the online system.

Non-EEA family members of EEA nationals may have an EU Settlement Scheme Family Permit affixed to their passport or a biometric residence permit which can be used instead of the online checks. EEA Family Permits will no longer be valid after 30 June 2021.

What if the job applicant has a pending application under the EUSS?

If your business recruits an EEA national who has applied to the EUSS before 30 June 2021 but has not yet received a decision, you should discuss with the recruit what documentation they have to evidence their right to work.

If the individual can provide you with a share code, the online system can be used. However, certain applicants with pending applications may only have a paper Certificate of Application or an email from the Home Office confirming receipt of their application. In these cases, employers must take a copy of the Certificate of Application or email, and use the Employer Checking Service to confirm the individual’s right to work.

Do I need to carry out retrospective checks on existing employees?

No. There is no requirement to carry out retrospective checks but employers have the option of doing so in a non-discriminatory manner if they wish.

What if an existing employee has missed the deadline to apply for the EUSS?

If, through retrospective checks or any other means, an employer becomes aware that they have employed an EEA national before 30 June 2021 who has missed the deadline to apply to the EU Settlement Scheme, the guidance sets out transitional measures employers should take until 31 December 2021.

There is no need to terminate employment immediately. Instead, employers are advised to:

  • advise the EEA national to make a late application to the EUSS within 28 days and provide a certificate of application;
  • once the certificate of application has been obtained, contact the Employer Checking Service for a Positive Verification Notice. This will confirm that the employee has applied and provides a statutory excuse for 6 months; and
  • repeat the checks before the Positive Verification Notice expires. This will either involve seeking confirmation that the individual has been granted status under the EU Settlement Scheme or obtaining a further Positive Verification Notice if their application is still pending.

There remains a potential gap for employers as there are limited means of actually knowing whether or not an existing employee has applied to the EUSS in time. Employees may volunteer this information but unless retrospective checks are carried out, there is no way to force an employee to confirm this information or indeed compel them to apply. Where an employer is considering retrospective checks, we would always recommend seeking advice from our specialist Employment and Immigration team to ensure you are acting in a non-discriminatory manner and are equipped to deal with employees who refuse to comply.

Insight from Maria Gravelle, Employment and Immigration Law Solicitor. For more information contact Maria on 03330 430350 or email mgravelle@thorntons-law.co.uk

About the author

Maria Gravelle
Maria Gravelle

Maria Gravelle

Solicitor

Employment, Immigration & Visas

For more information, contact Maria Gravelle on 01382 309236.