Manual verification of the right to work can be delegated to members of the employer's staff, including workers on loan from the employer and who work under its control. However, the employer will still be responsible for any civil penalty in the event that the person is found to be working illegally and for the prescribed check. It is important for employers to understand their legal obligations when it comes to verifying the right to work of their employees. This includes ensuring that all necessary checks are carried out and that any potential risks are identified and addressed.
The UK government has set out a number of requirements for employers when it comes to conducting right to work checks. These include obtaining original documents from the employee, such as a passport or residence permit, and checking that these documents are valid. Employers must also keep copies of these documents on file for a period of two years. In addition, employers must also ensure that they are aware of any changes in an employee's right to work status.
This includes any changes in their immigration status or any changes in their eligibility to work in the UK. When it comes to conducting right to work checks, employers have the option of delegating this responsibility to members of their staff. However, it is important to note that the employer will still be responsible for any civil penalty in the event that the person is found to be working illegally and for the prescribed check. It is also important for employers to ensure that they are aware of any changes in an employee's right to work status.
Employers should also ensure that they keep copies of all relevant documents on file for a period of two years. Overall, it is important for employers to understand their legal obligations when it comes to verifying the right to work of their employees. This includes ensuring that all necessary checks are carried out and that any potential risks are identified and addressed.
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