The Home Office has published guidance for employers carrying out right to work checks during the current coronavirus pandemic.
Although many businesses are currently not operating during the coronavirus pandemic, and many are having to furlough staff, certain sectors have seen a huge increase in the need for labour – for example, within the food and delivery sectors. Right to work checks will remain particularly relevant at this time, and businesses should note this updated guidance.
Checks continue to be necessary and it is an offence to knowingly employ anyone who does not have the right to work in the UK and carry out the work in question. However, to enable people to follow the Government’s advice to stay at home during the current pandemic, the new guidance introduces temporary changes to manual right to work checks. It confirms that, as of 30 March 2020:
Due to coronavirus, some individuals may be unable to evidence their right to work, and so during this period employers must take extra care to ensure no-one is discriminated against as a job applicant or employee because they are unable to provide their documents.
The Home Office has summarised the temporary right to work check process as follows:
The Home Office has made clear that these arrangements are temporary and do not provide a statutory defence against a civil penalty for the duration of the individual’s employment. Once the coronavirus measures end (the Home Office will confirm when this is), employers must carry out retrospective right to work checks on existing employees who were:
The retrospective check must be carried out within 8 weeks of the COVID-19 measures ending. This retrospective check should contain the wording ‘the individual’s contract commenced on [insert date]. The prescribed right to work check was undertaken on [insert date] due to COVID-19’. Both the initial and the retrospective check must be retained on the employee’s file.
If, during a retrospective check, an employer finds out that the employee does not have the right to carry out the work in question, they must end their employment. Additionally, the Home Office has made clear that it will not take any enforcement action against those who carry out the right to work checks correctly, as set out above.
The Home Office will inform employers when these measures will end, so businesses should ensure they are keeping up-to-date with the current guidance.
For further advice on right to work checks and this updated guidance, please contact an immigration specialist.
For more information on the article above please contact Kirsty Cooke, Laura Wonnacott and Ellen Parker.