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As an employer in the UK, ensuring every worker you hire has the legal right to work is not optional — it’s a requirement under the Home Office’s guidance. Failing to carry out accurate right to work checks can lead to heavy fines, reputational damage and compliance risks. DODO HR supports employers in managing this responsibility seamlessly.
Understanding Your Employer Responsibilities
- Check that each employee holds the correct documentation showing their right to work before employment begins. (Check a job applicant’s right to work – GOV.UK)
- Retain evidence of each check (document copies or online verification) and record the date for audit purposes. (Employer’s guide to right to work checks – GOV.UK)
- Perform follow-up checks for employees whose right to work is time-limited to maintain your statutory excuse. (Employer Checking Service – GOV.UK)
- Be aware of the updated guidance effective for checks on or after 12 February 2025. (Updated guidance – GOV.UK)
Key Changes and Updates for 2025
- The Home Office updated its guidance for checks conducted on or after 12 February 2025, simplifying the process and aligning terms with digital verification methods. (Employer’s guide to right to work checks – 26 June 2025 – GOV.UK)
- The “illegal working” regime expansion means more sectors are now in scope for right to work verification. (Right to work checks: employer guidance – GOV.UK)
- Growing use of e-visas and digital permissions means employers must understand online check methods. (Check a job applicant’s right to work – GOV.UK)
How DODO HR Helps You Stay Audit-Ready
With DODO HR, employers can manage their right-to-work compliance with ease:
- Centralised storage for document copies and evidence of checks.
- Automated reminders for follow-up checks and expiring permissions.
- Digital workflows for onboarding that reduce manual errors and ensure steps are followed.
- Reports tailored for audit and inspection readiness, so you’re never caught unprepared.
Best Practice Checklist for Employers
- Verify identity and work eligibility before first day.
- Retain proof of the check (manual or online) and the date it was completed.
- For time-limited rights, schedule follow-up checks in advance.
- Update internal processes and HR systems in line with the 2025 guidance.
- Train HR staff and hiring managers on the updated methods and legal obligations.
- Regularly audit your system to identify gaps or missing documentation.
By following this guide and using a compliant HR system like DODO HR, UK employers can meet their **right to work check responsibilities**, reduce the risk of penalties and ensure full compliance with 2025 legislation.
