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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Right to work

The check is yours to make. The record is ours to keep.

Stamped HR records the check the employer performed, with the date, the person who did it, the evidence retained and any follow-up date.

How a check is recorded.

  1. 01

    Details against the worker, once

    The evidence of the employer-performed check is attached to the record; share codes and date of birth are not stored by Stamped HR.

  2. 02

    The employer uses the right service

    The employer completes the prescribed check on the relevant service. Stamped HR does not query it or decide the result.

  3. 03

    The evidence is retained

    Attach the relevant evidence and record the moment and the name of whoever carried out the check; a note saying the check was fine is not enough.

  4. 04

    The follow-up books itself

    Time-limited permission gets its expiry recorded and the next check scheduled, with the reminder aimed at the person who can act on it.

What gets stored.

RecordedWhy it matters
The date and time of the checkA check has to happen before employment starts. Without a date, the record cannot show that it did.
Who carried it outAn inspection asks who did this, not just whether it was done.
The retained evidenceKeep the relevant profile or document evidence from the check. A note saying “checked, fine” is not enough.
The expiry, where there is oneTime-limited permission needs a follow-up before it lapses, and the evidence of that follow-up is a record in its own right.
The version of the rules in forceGuidance is reissued regularly. A record that cannot say which version it was captured under is hard to defend years later.

Where employers actually come unstuck.

  • The check was made, but nothing records when — so it cannot be shown to have happened before the first shift
  • A follow-up was due on a time-limited permission and nobody was watching the date
  • The wrong Home Office service was used, and the output does not say what was needed
  • The evidence sits in someone’s email, and that someone has left
  • Labour was supplied through a chain of contracts, and nobody can show who was checking or what the contract required

Questions people ask first.

Does Stamped HR perform the check?
No. Your organisation makes the check. The one exception the Home Office guidance allows is a registered Right to Work digital verification service provider (RtW DVSP), and even then the employer stays responsible for the check being done as prescribed. Stamped HR is not a provider, and records the check whoever made it.
Why not automate it? Other tools claim to.
The Home Office says it does not currently support or endorse the use of technology to carry out online checks, and that the employer remains responsible for making the check in the prescribed way. Technology can help with the steps, but we will not build your records on a script that stands in for the person making the check.
What about digital identity providers?
A provider on the Office for Digital Identities and Attributes (OfDIA) register can run digital checks on British and Irish passports, verify other listed documents where the issuer makes them available digitally, and match the worker’s face to the document or the share code result. Services vary by provider. People with an eVisa still prove their status through the Home Office online check, and the employer, not the provider, remains responsible for the check. Stamped HR is not a provider.
What if someone’s permission is time-limited?
The expiry is recorded when the check is made, and a follow-up is scheduled before it. The reminder goes to the person who can actually do something about it, not into a shared inbox.

Review your right to work records.

Bring how you record them today. Fifteen minutes is enough to tell whether they would stand up.

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