Right to Work Check Checklist & Record

RIGHT TO WORK CHECK CHECKLIST AND RECORD

Employee / worker: ✓Employee / worker name, job title "✓Job title", start date Start date.

1. PURPOSE 1.1. This record documents the right to work check carried out before ✓Employee / worker name began work, in order to establish a "statutory excuse" against a civil penalty for employing an illegal worker. The current civil penalty is up to £45,000 for a first breach and up to £60,000 for a repeat breach, per illegal worker, with criminal liability possible in serious cases.

2. CHECK PERFORMED 2.1. Type of check: Type of check. 2.2. Document(s) checked: Document(s) checked. 2.3. Home Office share code used: Home Office share code. The online check was viewed on the Home Office service and the profile photograph was compared with the person presenting themselves for work. 2.4. Document expiry / permission end date: Document expiry / permission end date.

3. WHEN AND BY WHOM 3.1. Check carried out on Date check carried out, before the employee's first day of work. 3.2. Checked by: Checked by.

4. FOLLOW-UP CHECKS 4.1. The right to work is time-limited, so a follow-up check is required before the current permission expires. Follow-up check due: Follow-up check due date. A diary reminder has been set.

5. RECORD-KEEPING 5.1. Copies retained

6. NOTES 6.1. ⚠️ From 1 October 2026, the duty to carry out right to work checks is extended to gig economy and zero-hours contractors, not only employees, under the Border Security, Asylum and Immigration Act 2025 — confirm which categories of worker this checklist must cover before that date.

SIGNATURES Checked by ______________ / Checked by / Date: Date check carried out

— — — ⚠️ This is a boilerplate template, not legal advice. Employment, consumer-protection, food safety, and health & safety law in the United Kingdom differs between England, Wales, Scotland, and Northern Ireland, and is changing significantly through 2026–2027 under the Employment Rights Act 2025 — have this document reviewed and adapted by a solicitor (and, for disciplinary/grievance matters, checked against the current Acas Code of Practice at acas.org.uk) before use.