A right to work check confirms that a candidate or worker has the legal right to work in the UK before employment or engagement begins. These checks help employers meet Home Office requirements, reduce illegal working risk and maintain a clear audit trail across their hiring process.

Accepted evidence depends on the individual’s nationality, immigration status and the right to work route being used. This may include a valid passport, eligible immigration status evidence, a Home Office share code or other acceptable documents. Security Watchdog helps employers and candidates follow the correct route for each check.

Yes, right to work checks can be completed remotely where the correct approved route is used. This may include digital identity verification for eligible candidates or Home Office online share code checks. Remote checks can help employers manage distributed hiring while maintaining compliance and a consistent candidate experience.

A share code is generated through the Home Office online service and allows an employer to check a person’s right to work digitally. It is commonly used where a candidate has digital immigration status or needs to prove their right to work through the Home Office online checking service.

Yes. Right to work checks should be completed before work begins for all relevant worker types, including permanent employees, temporary workers, contractors and contingent workers. Consistent right to work processes help employers reduce risk across every route to work.

If a document is rejected, the candidate may need to retake the image, check that all document details are visible, confirm the document is valid or provide alternative acceptable evidence.

Security Watchdog’s screening experts can support exception handling where additional review is needed. Employers can also direct candidates to our Candidate Help Hub and Acceptable Documents Guidance to help them understand what to provide and how to upload documents correctly.