UK right to work checks use documents from List A (permanent right) or List B (time-limited). British citizens can present a current or expired UK passport; Irish citizens can present a passport or passport card. If no passport is available, provide two documents showing name and National Insurance number. Many non-UK nationals use a share code for an online check via the Home Office service. Employers must take and keep clear copies, add the date of the check, confirm the photo matches the person, and diarise follow-up checks for time-limited permission. Further details and exceptions apply.
Why Right to Work Checks Matter for UK Employers and Applicants
Confirm each candidate’s legal permission to work in the UK to protect hiring decisions and show compliance with Home Office guidance.
By checking an acceptable Right to Work document and, where relevant, verifying time-limited permissions, organisations reduce exposure to civil penalties and reputational harm. Properly conducted checks create a statutory excuse against liability if an individual is later found in breach of immigration rules.
Applicants benefit too: timely verification avoids onboarding delays and guarantees fair, consistent treatment.
Keeping records of checks and any follow-up rechecks evidences due diligence and supports audit readiness.
Routine monitoring for visa expiry dates maintains continuity and workforce integrity while aligning processes with changing immigration policy expectations.
Understanding List a and List B Acceptable Documents
Two official lists set out which documents confirm a person’s permission to work in the UK: List A and List B.
List A shows a continuous right to work with no expiry-based monitoring. Examples include:
- A current or expired British passport confirming citizenship
- A current or expired Irish passport or passport card
- An Immigration Status Document showing indefinite leave
- Documents from Jersey, Guernsey, or the Isle of Man with an unlimited leave endorsement
List B shows a time-limited right to work and requires follow-up checks. Group 1 is valid until the permission expiry. Group 2 provides a six‑month statutory excuse, such as certain Home Office notices.
Acceptable List B evidence includes current passports with appropriate endorsements or an Immigration Status Document confirming specific work permissions for right to work checks.
Documents for British and Irish Citizens
Building on List A and List B principles, British and Irish nationals have straightforward routes to evidence their right to work.
For British citizens, a current passport or an expired passport provides sufficient verification for employers.
Irish citizens may present a current passport, an expired passport, or an Irish passport card as acceptable proof of employment eligibility.
Where no passport is available, individuals must present two separate documents showing their name and National Insurance number to meet Home Office guidance.
Employers should keep clear copies, check likeness and dates, and record the date of verification.
A biometric residence card is not acceptable for proving the right to work for these nationals.
Following these steps protects employers and aligns with statutory excuse requirements.
Digital Status and Share Codes for Non-Uk Nationals
For many non-UK nationals, proving the right to work now relies on digital immigration status and share codes. Individuals generate a share code by signing into the UK government service with personal details linked to their digital immigration status. The code, typically valid for 90 days, is then provided to the employer to verify employment rights.
Employers use the Home Office Employer Checking Service to view status in real time, confirming conditions, expiry dates, and any restrictions. This process reduces reliance on physical documentation and supports compliance with UK immigration regulations.
While some may still hold an immigration status document, the digital route is faster and more accurate for a statutory excuse. Employers should record the check outcome and date, and confirm the share code matches the person presented.
Manual Checks, Identity Service Providers, and October 2022 Rules
Manual Checks, Identity Service Providers, and October 2022 Rules
While digital routes are expanding, employers must still understand how manual right to work checks and certified Identity Service Providers (IDSPs) fit under the October 2022 rules.
Manual checks require original documents to be inspected in person to meet Home Office compliance. Employers must view acceptable documents from List A or List B, confirm likeness and validity, and keep clear copies with the date checked.
Biometric Residence Permits and other online-only statuses must be verified using the Home Office online service, not manual checks.
IDSPs provide digital RTW checks for eligible UK and Irish holders of valid passports or passport cards. Using certified Identity Service Providers helps verify identity remotely, but employers remain responsible for right to work decisions.
Post-Brexit requirements focus on correct immigration status confirmation and auditable, verified records.
Follow-Up Checks for Time-Limited Permission to Work
Most employees with time-limited permission to work create a clear obligation on employers to schedule and evidence follow-up right to work checks.
To maintain compliance, follow-up checks must occur at least every 12 months or before the individual’s leave expires.
The Home Office recognises two categories: Group 1 requires a repeat check when permission ends; Group 2 provides a six‑month statutory excuse from the date of the initial check.
Where a digital immigration status exists, online checks should be used to streamline verification and confirm identity and work entitlements.
Employers must retain required documents or online check evidence to show a valid verification process.
Missing or late follow-ups risk civil penalties for employing someone without the right to work.
Handling Missing Documents, Home Office Referrals, and Compliance Risks
Occasionally, an employee cannot present the required right to work evidence at the point of checking, and the employer must use the Home Office Employer Checking Service (ECS) to confirm eligibility. The ECS allows a right to work check where missing documents prevent in-person verification.
Employers should verify eligibility promptly, record the ECS referral, and retain the Positive Verification Notice if issued.
Good practice includes documenting all attempts, setting reminders for follow‑ups, and continuing to monitor immigration status. For time-limited leave, schedule repeat checks before expiry.
If the ECS or internal review indicates a loss of permission, take immediate action to cease employment lawfully.
Failure to manage these compliance risks can trigger civil penalties, reputational damage, and potential scrutiny by enforcement authorities.
Frequently Asked Questions
What Documents Do I Need for a Right to Work Check?
Acceptable evidence includes:
- UK or Irish passport
- EU/EEA/Swiss status checked via share code
- Indefinite Leave to Remain shown by BRP or status document
- Time‑limited visa verified via share code or List B documents
- Proof of right of abode
Employers must carry out prescribed Home Office right to work checks.
What Documents Are Acceptable for the Right to Work?
Acceptable documents include:
- List A: British or Irish passports, or proof of indefinite leave.
- List B Group 1: time-limited passports or Immigration Status Documents.
- List B Group 2: Home Office notices.
Originals, certified copies, and online BRP share-code checks are valid methods.
How Do You Verify Your Right to Work in the UK?
Provide acceptable right to work evidence from List A or List B, or give a Home Office share code. Employers carry out manual or online checks, note the check date, keep copies, and, if needed, use the Employer Checking Service for confirmation.
What Documents Are Required to Work in the UK?
Required documents can include:
- A valid British or Irish passport.
- An online share code showing immigration status (eVisa).
- A Biometric Residence Permit (BRP) or Biometric Residence Card (BRC) where still valid.
- A positive Home Office employer checking service response.
- Visa endorsements in a current passport.
- For students: evidence of term dates or work permission from the sponsor/education provider.
Employers must carry out right to work checks using original documents or the Home Office online service and schedule any needed repeat checks.
Conclusion
Compliant Right to Work checks protect employers and applicants at the exact moment recruitment pressure peaks. By knowing List A and B documents, using online share codes or IDSPs correctly, and diarising follow-ups for time‑limited visas, HR teams create a statutory excuse precisely when audits arrive. If documents go missing, the Home Office referral route is available—turning potential penalties, criminal risk, and reputational damage into documented assurance and consistent hiring confidence.
