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Coronavirus (COVID-19): right to work checks

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.Deferring the end date ensured that employers had sufficient time to develop commercial relationships with identity service providers, make the necessary changes to their pre-employment checking processes and carry out responsible on-boarding of their chosen provider.It has also ensured that the right to work scheme has continued to support long-term, post-pandemic working practices, providing sufficient time to put measures in place to enable face to face document checks if employers do not wish to adopt digital checks for British and Irish citizens with a valid passport (or Irish passport card).From 1 October 2022, employers must carry out one of the prescribed checks before employment commences, as set out in guidance.These checks are:a manual right to work checka right to work check using IDVT through the services of an identity service provider (IDSP)a Home Office online right to work checkConducting any of these checks will provide employers with a statutory excuse which is a defence against a civil penalty.Further information for employers on how to conduct these checks is available on the .Where a right to work check has been conducted using the , the information is provided in real time directly from Home Office systems and there is no requirement for employers to see or check the individual’s documents.Employers cannot insist individuals use this service or discriminate against those who choose to use accepted documents to prove their right to work.The has a list of acceptable documents.Employers do not need to carry out retrospective checks on those who had a COVID-19 adjusted check between 30 March 2020 and 30 September 2022 (inclusive).

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