Right to Work check
Once you’ve registered your organisation, you will be charged the individual check cost(s)
on the system as and when you request them. No upfront minimums or contractual tie ins.
|Number of Checks||1 - 500||501 - 1,000||1,001 +|
|uCheck Fee (inc VAT)||£10.00||£6.00||£3.60|
In all instances the result will show as ‘complete’. However, the uCheck Platform itself doesn’t determine whether a prospective employee has the eligibility to work in the UK or not. Our electronic verification service is designed to confirm the legitimacy of the right to work documents, not to ascertain the person’s right to work. You must ascertain this during the checking process.
Occasionally, the ‘complete’ result may show an error. This happens when the electronic verification is brought into question. This can happen for a multitude of reasons, including:
- The image you uploaded is blurry or unreadable
- A signature is missing from the document
- Some parts or sections are missing from the document
- The document has been manipulated, and security checks must be conducted
These errors don’t necessarily mean the applicant doesn’t have the right to work in the UK. If you do encounter an error you can quickly and easily re-check the applicant by re-uploading the image. However, if the result shows the document has been manipulated, the Platform won’t allow you to re-check the applicant. In this instance you may need to seek help from the Home Office.
A Right to Work Check determines whether a prospective employee can legally work in the UK. The employer carries out the check by verifying the applicable documents – for example, a passport or visa. All employers in the UK are required to carry out Right to Work Checks on all prospective employees or volunteers before they start work.
Yes – you must never make assumptions about someone’s eligibility to work in the UK. A British citizen may demonstrate their eligibility to work by providing either their UK passport or a combination of other documents from list A of the Home Office code.
At uCheck, we provide help and guidance in completing and securely storing your employees’ proof of right to work. Whether it’s on an individual case-by-case basis or across multiple sites within your organisation, we can assist you every step of the way. Our online platform ensures all documents are stored securely with a full audit and reporting functions, and our electronic verification service helps to minimise security concerns by quickly and reliably determining whether certain documents have been manipulated.
The Home Office guidance states that an employer must conduct a Right to Work Check on all applicants, whether they are to be paid employees or volunteers. However, whether you would receive a civil penalty for allowing someone who does not have the right to work in the UK to volunteer with you is something the Home Office cannot advise on. In this instance, you would need to seek independent legal advice specific to the situation.
You should never keep a person’s original documents (with the exception of the second part of a P45, which may be provided in combination with other documents as per the Home Office code). You must copy the documents and date and retain the copies, ensuring you’re able to produce them if requested to do so. You must store secure, unalterable copies of the documents for the duration of the person’s employment, plus two years after their employment with your organisation has ceased. If you’re found to be employing a potential illegal worker and are unable to produce evidence of a Right to Work Check, you may be liable for a civil penalty.
The uCheck platform is built in line with GDPR and UKVI laws, which means data will be deleted automatically when it needs to be. An employee’s proof of right to work must stay on the platform for two years after their employment has ceased. In order for the platform to recognise this time period, you’ll need to complete the ‘employment history’ section for each employee, providing an employment start and end date. The platform will then recognise when two years have elapsed and will remove the applicant from the system accordingly – there’s no need for you to delete it manually.
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