In force

Since 1 October 2026, right to work duties also cover subcontractors, online platform workers and some businesses that use another employer’s workers.

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What it keeps

Keep a clear record of how a role was advertised and filled.

A vacancy page is often gone by the time somebody asks about it. Stamped HR keeps the evidence you retain beside the worker and the requirement it answers.

What Appendix D asks for.

RequiredWhat it means in practice
Six things in the advertJob title, location, main duties, the skills and qualifications needed, an indication of salary, and the closing date. Miss one and the advert does not satisfy the requirement.
Five things in the screenshotThe name of the website, the contents of the advert, the web address, the date it was first advertised where the site shows it, and the closing date. A cropped image of the advert text alone is not enough.
Taken on the right dayWhere the site does not display a first-advertised date, the capture has to be taken when the vacancy goes live. This is the part nobody remembers.
The outcomeHow many applied and how many were shortlisted, and at least one thing showing how the successful person was identified: interview notes, the questions used, a scoring grid, or a short written reason.

What Stamped HR does, and does not.

You capture it on the day

Take and keep your own capture on publication day, then record it against the worker and the requirement. Appendix D changes: read the current official source.

It will not scrape job boards

Their terms do not permit it, the capture breaks when they change their markup, and a record obtained that way is weaker than one you took yourself.

It does not keep candidates’ data

No CVs, application forms or interview notes for people you did not hire. Storing more is a deliberate choice with a warning attached.

Already advertised, or not at all

Keep what you have. If the role was never advertised (an internal move, say), record how you satisfied yourself the person was suitable.

Questions
Is this an applicant tracking system?
No, and it stops short of being one on purpose. The guidance says you do not have to retain application forms, CVs or interview notes for unsuccessful candidates — so the default is counts and a selection rationale, not an archive of other people’s personal data sitting in a compliance system for years.
Can we advertise on job boards through Stamped HR?
Stamped HR does not publish to or scrape job boards. Keep a contemporaneous capture yourself and use the official guidance below to check what it should show.
What if we already advertised?
Keep what you have, including a contemporaneous capture where possible. Stamped HR does not currently assess historic adverts or tell you whether their evidence is sufficient.
What if the role was not advertised at all?
That happens legitimately — an internal move, a speculative application, someone already working for you. The requirement then is to be able to explain how you satisfied yourself the person was suitable, so the system records that explanation instead.

Review your recruitment evidence.

An advert that was never captured on the day is gone. Fifteen minutes on how yours are posted today.

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