Right to work record keeping
Employer-performed checks. Properly recorded.
The employer completes a right to work check using a prescribed method. Stamped HR helps record result, date, checker and supporting evidence in workforce compliance record.
A right to work document is not a complete record.
Record the activity when it happens, not from memory or an inbox.
Check context
Connect evidence to worker, date and person carrying out check.
Evidence held
Keep record of employer-performed check and associated evidence.
Follow-up visibility
Time-limited permissions and outstanding work can remain visible.
Historical output
Include available evidence and relevant context in audit pack.
Important boundary.
Stamped HR does not complete a right to work check, scrape share codes, determine whether someone may work in UK or use a third-party right-to-work checker. Employer carries out prescribed check and makes employment decision.
It does not replace the employer’s responsibility to use current official guidance, complete prescribed checks and seek qualified advice where circumstances need judgement. For current requirements, read official GOV.UK sources; guidance changes and individual cases require appropriate professional advice.
See your right to work process as a defensible record.
Compare one current check against evidence questions an auditor would ask.