{"id":4161,"date":"2020-10-20T15:01:54","date_gmt":"2020-10-20T14:01:54","guid":{"rendered":"https:\/\/www.migraco.com\/en\/?p=4161"},"modified":"2020-10-20T15:01:54","modified_gmt":"2020-10-20T14:01:54","slug":"checking-migrants-right-to-work-post-brexit","status":"publish","type":"post","link":"https:\/\/www.migraco.com\/en\/checking-migrants-right-to-work-post-brexit\/","title":{"rendered":"Checking migrants\u2019 right to work post Brexit"},"content":{"rendered":"<p>The UK left the EU on 31 January 2020. Free movement between the UK and the EU will come to an end on 31 December 2020.<\/p>\n<p>From 1 January 2021, the UK will introduce a new points-based immigration system that treats EU and non-EU nationals equally. The new system will also replace the current Tier 2 General Scheme. This means that EU citizens will need to meet specific requirements in order to work\/study\/reside in the UK.<\/p>\n<p>UK employers have to apply for a sponsor licence in order to recruit either EU or non-EU nationals from 1 January 2021.<\/p>\n<p>Both EU and non-EU citizens will also need to pass the relevant checks, for example, UK companies have to check a prospective worker\u2019s immigration status and in particular that he\/she is allowed to work in the UK before they start their employment with the company\/Tier2 A-rated sponsor.<\/p>\n<p><strong>Employing EU, EEA and Swiss nationals<\/strong><\/p>\n<p>EU citizens can still use their passport or National Identity Card until 30 June 2021.<\/p>\n<p>In addition, EU nationals and their family members can apply for a Pre- Settled status or Settled status under the EU Settlement Scheme (EUSS) prior to 30 June 2021 if they have been habitually resident in the UK before 31 December 2020.<\/p>\n<p>The employer will need to check that:<\/p>\n<ul>\n<li>The documents are genuine, original and unchanged and belong to the person whom they wish to hire;<\/li>\n<li>The dates for the migrant\u2019s right to work in the UK have not expired;<\/li>\n<li>Photos are the same across all documents and look like the applicant;<\/li>\n<li>Dates of birth are the same across all documents;<\/li>\n<li>The migrant has permission to do the type of work that the employer is offering (including any limit on the number of hours they can work);<\/li>\n<li>Students have to provide evidence of their study and vacation times;<\/li>\n<li>If two documents give different names, the individual has to provide the supporting documents showing why they are different, such as a marriage certificate or divorce decree.<\/li>\n<\/ul>\n<p>UK employers are also required to take a copy of the original documents (some concessions have been introduced when employee\/employers are not allowed to meet due to Covid19).<\/p>\n<p>However, when copying the documents, it is important to:<\/p>\n<ol>\n<li>Make a copy that cannot be changed, for example, a photocopy;<\/li>\n<li>Make sure the copy is clear enough to read;<\/li>\n<li>For passports, copy any page with the expiry date and migrant\u2019s details (for instance, nationality, date of birth and photograph) including endorsements, for example, a work visa;<\/li>\n<li>Copy both sides of biometric residence permits and residence cards (biometric format);<\/li>\n<li>The employer must make a complete copy of all other documents;<\/li>\n<li>Keep copies during the individual\u2019s employment and for 2 years after they stop working for the company;<\/li>\n<li>Record the date the check was made.<\/li>\n<\/ol>\n<p>Moreover, the employer must check that a job applicant is allowed to work in the UK either:<\/p>\n<ul>\n<li>Check the applicant\u2019s original documents;<\/li>\n<li>Check the migrant\u2019s right to work online, if they provide their share code.<\/li>\n<\/ul>\n<p><strong>Checking the applicant\u2019s original documents<\/strong><\/p>\n<p>Due to COVID-19 pandemic, the right to work checks have been temporarily adjusted to make it easier for employers to carry them out.<\/p>\n<p>As of 30 March 2020, the following temporary changes were introduced:<\/p>\n<ul>\n<li>Checks can now be carried out over video calls;<\/li>\n<li>Job applicants and existing workers can send scanned documents or a photo of documents for checks using email or a mobile app, rather originals;<\/li>\n<li>Employers should use the Employer Checking Service (<a href=\"https:\/\/www.gov.uk\/employee-immigration-employment-status\">https:\/\/www.gov.uk\/employee-immigration-employment-status<\/a>) if a prospective or existing employee cannot provide any of the accepted documents.<\/li>\n<\/ul>\n<p>Employers can also use the following link to check the applicant\u2019s right to work online: <a href=\"https:\/\/www.gov.uk\/view-right-to-work\">https:\/\/www.gov.uk\/view-right-to-work<\/a>. They will need the migrant\u2019s date of birth and the right to work share code.<\/p>\n<p><strong>If the job applicant or existing worker cannot show their documents<\/strong><\/p>\n<p>Employers must contact the Home Office Employer Checking Service (<a href=\"https:\/\/www.gov.uk\/employee-immigration-employment-status\">https:\/\/www.gov.uk\/employee-immigration-employment-status<\/a>) if any of the following apply:<\/p>\n<ul>\n<li>Migrants cannot show their documents because of an outstanding appeal, review or application with the Home Office;<\/li>\n<li>They have an Application Registration Card;<\/li>\n<li>They have a Certificate of Application that is less than 6 months old;<\/li>\n<li>They are a Commonwealth citizen who started living in the UK before 1988.<\/li>\n<\/ul>\n<p>If the individual has a right to work, the Employer Checking Service will send the employer a \u2018Positive Verification Notice\u2019. This provides the employer with a statutory excuse for 6 months from the date in the notice.<\/p>\n<p><strong>Once the COVID-19 measures have ended<\/strong><\/p>\n<p>The current COVID-19 measures are only temporary and once they were to end, employers should carry out the retrospective checks on existing employees who:<\/p>\n<ul>\n<li>Started working for you during these measures;<\/li>\n<li>Required a follow-up right to work check during these measures.<\/li>\n<\/ul>\n<p>Employers should make a note on the employee\u2019s file that the prescribed right to work check was undertaken due to COVID-19 and that the original documents have now been seen on the relevant date.<\/p>\n<p>Please note that the retrospective check must be carried out as soon as possible and within 8 weeks of the COVID-19 measures ending.<\/p>\n<p>Please also note that the employer could face a civil penalty if they recruit an illegal worker and have not carried out a correct right to work check. For more detailed information, please refer to the guidance below:<\/p>\n<p><a href=\"https:\/\/www.gov.uk\/government\/collections\/right-to-work-checks-employer-guidance\">https:\/\/www.gov.uk\/government\/collections\/right-to-work-checks-employer-guidance<\/a><\/p>\n<p><a href=\"https:\/\/www.gov.uk\/government\/publications\/right-to-work-checks-employers-guide\">https:\/\/www.gov.uk\/government\/publications\/right-to-work-checks-employers-guide<\/a><\/p>\n<p><strong>Contact Our Immigration Team<\/strong><\/p>\n<p>For expert advice regarding any aspect of the sponsor licence application and Tier 2 General application, please contact our team on 0203 384 3075.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The UK left the EU on 31 January 2020. Free movement between the UK and the EU will come to an end on 31 December 2020. 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