Compliance tools · Corporate governance, employment and financial

Right to Work Checks compliance tool

Immigration, Asylum and Nationality Act 2006 · United Kingdom · Binding instrument

Name anyone on your staff. The system makes them your compliance person.

A member of your own staff, with no compliance background, reads the training module, answers the interview, and finishes with your Right to Work Checks documentation cited article by article. The knowledge stays in the business.

Every account level runs inside a dedicated Claude account. Anyone can try a toolkit in their own Claude account; compliance work runs in a dedicated one. The Claude Max plan is £90 a month, paid to Anthropic, and is not included in any level.

See a finished report before you pay

Right to Work Checks is Immigration, Asylum and Nationality Act 2006, a binding instrument in the United Kingdom. Employer duty to verify right to work before employment begins. Civil penalties per worker.

The free assessment screens for Right to Work Checks when a business employs staff.

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• Your exact position under Right to Work Checks: what is in place, what is missing, and what to do about each gap.
• Documentation with article citations, ready for auditors, insurers, customers and public buyers.
• A trained person inside the business who understands what the regulation requires, and stays.
• A dated record of every section completed, with the reports themselves staying in your own Claude account. The toolkit is carried by an account level, see the plans.
• All of it completed in-house, at your own pace, without booking a single meeting.

Check that Right to Work Checks applies to your business, free →

Does Right to Work Checks apply to my business?

The Act applies to you if you are an employer in the United Kingdom and you employ an adult subject to immigration control (s.15(1), s.25(a), s.25(c)). An adult is anyone aged 16 or over (s.25(a)), and employment means a contract of service or apprenticeship, express or implied, oral or written (s.25(b)).

Who does Right to Work Checks apply to?

It applies to every employer in the United Kingdom who employs an adult subject to immigration control (s.15(1), s.25(a), s.25(c)). A person is subject to immigration control if, under the Immigration Act 1971, that person requires leave to enter or remain (s.25(c)).

Does Right to Work Checks apply to a small business?

The Act has no size threshold. It applies to all employers regardless of size, so a sole trader employing one worker and a multinational employing thousands face the same statutory obligations, and the 60,000 pound maximum civil penalty per worker applies equally to every employer.

When does Right to Work Checks apply from, and what are the deadlines?

Sections 15 to 26 came into force on 29 February 2008. S.I. 2024/82 raised the maximum civil penalty from 20,000 pounds to 60,000 pounds per worker from 22 January 2024, and the s.15(8)-(10) DVS provisions come into force in full on 1 December 2025.

What does Right to Work Checks require me to do?

You must not employ an adult subject to immigration control who lacks valid leave (s.15(1)), and you must carry out prescribed right-to-work checks before employment begins and at prescribed intervals during employment (s.15(3), s.15(7)). Complying with the prescribed requirements gives you a statutory excuse against civil penalty (s.15(3)).

What records or documents does Right to Work Checks require me to keep or produce?

You must hold records showing that every employee subject to immigration control has valid leave to enter or remain (s.15(1)). You must retain copies of the prescribed documents produced by the employee together with records of the verification steps taken, and records showing checks occurred before employment began and at the prescribed repeat intervals (s.15(3), s.15(7)).

What happens if I do not comply with Right to Work Checks?

The Secretary of State may impose a civil penalty of up to 60,000 pounds per worker for contravening s.15(1) (s.21(1B)). Knowingly employing a disqualified person is a criminal offence under s.21(1) carrying up to five years imprisonment on indictment, and s.21(1A) covers employing where you have reasonable cause to believe the person is disqualified.

How do I start complying with Right to Work Checks?

The first practical step is to establish and maintain a documented process for obtaining original documents from prospective employees, verifying those documents, copying or recording them, storing the copies or records, and scheduling repeat checks where ongoing employment continues (s.15(3), s.15(7)).

Which ComplianceSME account includes the Right to Work Checks toolkit?

The Right to Work Checks agent toolkit is included from the Micro level.

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