Right to work check – update

On 20 April 2021, the Home Office updated its policy on the Right to Work Scheme COVID-19 Adjusted Checks.

From 17 May 2021, employers must check migrants’ right to work in the UK by following the employer’s guidance:

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/969123/An_employer_s_guide_to_right_to_work_checks.pdf. Employers have to check individuals’ original documents, please note that a scanned copy or a photo of original documents will no longer be accepted.

Alternatively, organisations can use the Home Office online right to work via the official website: https://www.gov.uk/view-right-to-work. Employers will need to provide the prospective job applicant’s date of birth and the right to work share code to check. In addition, organisations can carry out a check via video call by using this service, however, the employer must obtain the employee’s permission to view their details in the form of a share code.

Employers can use the right to work service under the EU Settlement Scheme (EUSS) or the Points-Based System (PBS). Please be advised that there is no requirement to carry out retrospective checks on those who had a COVID-19 adjusted check between 30 March 2020 and 16 Mary 2021 (inclusive).

For more detailed information, please refer to https://www.gov.uk/guidance/coronavirus-covid-19-right-to-work-checks.

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For expert advice regarding any aspect of the UK visa application, please contact our immigration team on 0203 384 3075.

The content of this article is for general use and information only. Since each case should be prepared on its own merit and in light of the constant amendments to the Immigration Rules, it is important to note that the information provided must not be relied upon unless Migra & Co has either given written consent or has been officially engaged in relation to a specific immigration matter. As a result, Migra & Co will take no responsibility for any damage, cost or loss resulting from relying on the information contained in this article, blog and website.


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