A control framework for right-to-work checks, follow-up checks, eVisas, repeatable evidence and sponsor escalation.
01
Choose the correct check for the individual.
The prescribed process can involve the Home Office online service, an identity service provider for eligible British and Irish passport holders, a manual document check or the Employer Checking Service.
The employer must use the route available for the person and retain evidence in the required form. A visual inspection of an eVisa screen or document is not automatically a prescribed check.
02
Control timing and follow-up.
The check must be completed before employment begins to establish a statutory excuse. Time-limited permission requires a follow-up control tied to the expiry or verification notice.
Recruitment, onboarding and HR systems should prevent work from beginning before clearance and should escalate status changes, pending applications and technical problems.
03
Reconcile the immigration and employment records.
Name, date of birth, work permission, role restrictions, start date and follow-up date should align across right-to-work evidence, the Certificate of Sponsorship and the HR record.
A discrepancy may be a data problem, a sponsor-reporting issue or an indication that the individual is not permitted to perform the work proposed. It should not be silently overwritten.