Verifying a person's right to work is an important step for employers. There are two main ways to do this: manually or online. Manual right to work checks involve obtaining physical documents from List A or List B of acceptable documents, while online checks require a unique 9-character “shared code” and the person's date of birth. In this article, we'll explore the differences between manual and online right to work checks, and how employers can use them. Manual right to work checks are the traditional way of verifying a person's right to work.
Employers must obtain the original documents from List A or List B of acceptable documents in order to manually verify the right to work. This includes passports, national identity cards, residence permits, and other documents. The individual must demonstrate their right to work by manually verifying these documents. Alternatively, employers can opt for an online or digital check. This requires the worker to obtain a unique 9-character “shared code” by filling out their own online application.
The employer will need this code, along with the person's date of birth, to view their data through the online system. IDSPs (Identity Document Service Providers) will complete these digital right to work checks on behalf of employers using identity document validation technology. Online checks can be carried out via video call and there is no need to view physical documents, as the information is accessed directly from the Ministry of the Interior. If the potential employee is a foreign citizen with a biometric work or residence permit, the right of these people to work can only be checked online. If you use an online check and a shared code, the employer must see the new employee face to face on the first day to confirm that the photo of the person that appears on the online check is the person attending work. Some people have been issued an e-visa and can only use the online service to demonstrate their right to work. An online check from the Ministry of the Interior on the right to work will provide you with a legal excuse against a civil sanction in case of illegal work involving the subject of the check.
Under these circumstances, when the employee provides the action code, the employer will be able to invoke a legal excuse for six months from the date of the online check. You can perform an online verification using the online service, titled “View the details of a job seeker's right to work” on GOV. In conclusion, manual and online right to work checks are both important tools for employers when verifying a person's right to work. Manual checks involve obtaining physical documents from List A or List B of acceptable documents, while online checks require a unique 9-character “shared code” and date of birth. Employers must also remember that if they use an online check and shared code, they must see the new employee face-to-face on their first day in order to confirm that they are who they say they are.
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