Don't get caught out: the hidden risks of right to work checks
As an experienced HR consultant in Worksop, I’ll guide you through the crucial steps to protect your business from fines and legal risks linked to right to work checks.
Why right to work checks matter
Hiring new people is an exciting time for any business. You’ve found the right candidate, they’re ready to start, and you want to get them contributing quickly. But in the rush of onboarding, it’s easy to overlook one crucial step that could expose your business to serious penalties: right to work checks.
This is an area where professional HR consultancy services in Worksop can make all the difference. Many business owners mistakenly assume that a National Insurance number, P45, or benefits paperwork proves someone can legally work in the UK. Sadly, that assumption can leave your business vulnerable to fines and investigations, even if you believed you were doing things correctly.
Let’s clear up the confusion so you can stay compliant and focused on running your business with confidence.
The common misconception that leaves businesses exposed
It’s understandable to think that official-looking documents like a P45 or benefits paperwork are enough. But legally, they are not.
The law is clear on what counts as a valid right to work check, and relying on insufficient documents is one of the most common mistakes businesses make.
The non-negotiable rules for right to work checks
To stay compliant, you must follow these steps for every new hire:
- Inspect original documents: Check original, valid right to work documents (or use an approved digital service).
- Take and keep copies: Keep clear copies and record the inspection date.
- Complete checks before day one: Verify right to work before the individual starts employment.
- Retain records: Keep them for the entire period of employment, plus two years after they leave.
The real risks of getting it wrong
Failing to comply isn’t a minor issue. It can cost you:
- Hefty fines: Up to £60,000 per illegal worker for repeat offences.
- No protection for mistakes: The law doesn’t excuse unintentional errors. Ignorance is not a defence.
- Increased scrutiny: The Home Office is actively increasing enforcement, meaning the chance of inspection is higher than ever.
These risks can quickly turn a positive new hire into a financial and reputational setback.
Practical steps to protect your UK business
Here are some steps you can take now:
- Audit your process: Check how you currently carry out right to work checks.
- Train your staff: Ensure managers and administrators know exactly what’s required.
- Document your system: Create a clear, step-by-step process that’s consistent and auditable.
How an HR consultant can safeguard your business
Employment law can feel complex, especially when the risks are this high. That’s where an outsourced HR consultant in Worksop can give you clarity and peace of mind.
I can help by:
- Reviewing your right to work processes and identifying gaps
- Creating tailored, compliant procedures
- Training your managers and administrators to feel confident with checks
- Providing tools, templates, and checklists to simplify compliance
- Offering ongoing support to keep you up to date with any legal changes
Ready to ensure your business is fully protected?
If you’d like peace of mind when hiring and want to avoid costly penalties, let’s talk. As a local HR consultant in Worksop, I’ve helped many business owners put strong compliance systems in place.
Book a confidential call today and find out how HR consultancy services in Worksop can protect your business, support your team, and free you up to focus on growth.
HR consultant Worksop