July 18th, 2019 | Sterling

Research reveals a third of employers unsure of Right to Work obligations

Research from Sterling has revealed that almost a third of employers are putting themselves at risk due to uncertainty surrounding their accountability when it comes to employment screening.

A poll Sterling conducted during its joint webinar with representatives from the Home Office and Fragomen LLP showed that 31% of businesses aren’t completely confident in their obligations when it comes to Right to Work checks.

This comes at a time when the rules and requirements around these checks look set to become more complex, with representatives from the Home Office referring to the information outlined in its December 2018 report, The UK’s future skills-based immigration system, during the webinar.

According to this information, there are a number of factors that will change Right to Work checks in the near future, with post-Brexit regulation and a shift to online documentation playing key roles.

As Steve Smith, Managing Director of Sterling (EMEA), explains, with complexity set to increase, those unsure of their obligations need to take action now.

“Obviously the fact that two thirds are fully confident that they are aware of their obligations regarding Right to Work checks is fantastic. However, that still leaves almost a third who aren’t quite certain. Given that these requirements will change post-Brexit, and the potential risks associated with negligence look set to increase, those that fail to implement the correct processes could be exposed to potential fines.”

“For anyone unsure of their obligations both now and in the near future, seeking out expert advice is key. However, in the first instance it’s worth knowing what routes are available and what will work best for the individuals you hire and your business. The gov.uk website is a great starting place and its online Right to Work tool will be hugely valuable in helping guide you through the process. Whatever stage you’re at when it comes to knowing your obligations, inaction is simply inadvisable.”

This content is offered for informational purposes only. First Advantage is not a law firm, and this content does not, and is not intended to, constitute legal advice.  Information in this may not constitute the most up-to-date legal or other information.

Readers of this content should contact their attorney or lawyer to obtain advice concerning any particular legal matter.  No reader, or user of this content, should act or refrain from acting on the basis of information in this content without first seeking legal advice from counsel or lawyers in the relevant jurisdiction.  Only your individual attorney or legal advisor can provide assurances that the information contained herein – and your interpretation of it – is applicable or appropriate to your particular situation.  Use of, and access to, this content does not create an attorney-client relationship between the reader, or user of this presentation and First Advantage.