The Changes with Right to Work Checks

It can be time consuming and slow-down the process when carrying out Right to Work Checks on potential employees, however it is law to carry out right to work checks on candidates, and there are financial consequences if this is not done, or not done correctly. 

In-house recruiters or an agency sub-contracting employees to your clients are responsible as the employer for performing Right to Work (RtW) checks. With agencies, it is often the client’s responsibility but checks can still be done to add additional value-add. 

What has changed? 

Before Right to Work checks would have been able to be carried out via email or video call however, since 1 October 2022 this is no longer allowed. Now, Right to Work checks must be carried out either in person or digitally, using an identity document validation technology (IDVT). This will reduce the risks behind employing someone who does not possess the right documents, and stop any unnecessary hefty fines. 

What is an IDSP? 

IDSP stands for Identity Service Providers, the government recommends you use a Home Office certified Identity Service Provider to ensure you meet the required digital standards. Candidates can upload an image of their documents or enter their Sharecode, along with a selfie image, and the identity document validation technology (IDVT) will check and typically return a Right to Work report within minutes. 

At EPQ Recruitment we ensure all of our candidates that have been placed in roles undergo a Right to Work check digitally using an IDSP. We ensure it is simple enough to use with no confusion and secure enough to meet the requirements of the digital standards. If any of our candidates do need help, we have a knowledgeable team ready to lend a helping hand. Right to Work Checks are part of a smooth and efficient onboarding process here at EPQ. 
​
If you are looking to hire and want to take the stress out of recruiting and the onboarding process, get in touch. We are happy to help.