Right to Work Checks: A Brexit Update

Nicola Mullineux

Nicola Mullineux

blog-publish-date

15 Apr 2019

blog-read-duration

Following last week’s developments, the UK is now legally set to leave the EU on 31 October 2019 unless a deal can be reached before that date.

To avoid businesses getting an early Halloween fright, The Home Office has released guidance in response to the uncertainty surrounding the employment of EU nationals post-Brexit. It details how ‘right to work checks’ should be conducted going forward.

Trick or Treaty?

What is this advice, and where can I get it?

This new advice, available on the government website, confirms that no alterations will need to be made to the way these checks are currently undertaken until January 2021. This is provided they comply with existing codes of practice on the prevention of foreign nationals working in the UK illegally.

Essentially, organisations do not need to differentiate between EU, EEA and Swiss citizens and their family members who were resident in the UK before or after the UK leaves the EU.

Going forward, individuals who fall into these categories will continue to prove their right to work in the UK as they do now, such as by showing a passport or national identity card. Alternatively, companies can now conduct checks through the use of the Home Office online service if the individual has been granted status under the EU Settlement Scheme, which has been fully rolled out and is accepting applications.

What are my options?

If you do choose to pursue this option, you should remember that employees cannot be made to undertake an online check. In addition, in order for organisations to use this service, they will need to be provided the date of birth and unique sharing code for the person in question. Any checks done in this manner will also need to be clearly recorded.

As things currently stand, if the UK leaves the EU with a deal, EU nationals arriving in the UK prior to 30 June 2021 will be able to apply for status under the Settlement Scheme. If there isn’t a deal, those who are already in the UK prior to the date it leaves the EU will be able to apply. Following this date, there will be a transition period until 1 January 2021, during which time European workers coming to the UK will be able to work for 3 months without needing to apply.

If the employee wishes to remain for longer, they will need to be granted temporary leave to remain, which will last for 36 months.

What happens after January 2021?

From January 2021, a new checking system will be introduced and it currently remains unclear what form this will take. It is therefore advisable that employers keep fully up to date on this as it develops.

What is clear is that, despite the outcome of Brexit, all Irish citizens are to continue to have the right to work in the UK indefinitely and can prove this right as they currently do, such as through the use of their passport.

Need further guidance?

If the government’s released statement hasn’t made everything clear to you and you require further assistance, speak to a Croner expert on 01455 858 132.

About the Author

Nicola Mullineux

Nicola Mullineux, as Group Content Manager, leads a team of employment law content writers who produce guidance and commentary on employment law, case law and key HR developments. She has written articles for national publications for over 10 years and regularly helps to shape employment of the future by taking part in Government consultations on employment law change.

linkedin

Nicola Mullineux

Free to Download Employer Resources

  • Sample COSHH Assessment Record

    FREE DOWNLOAD

    Sample COSHH Assessment Record

    Read more
  • Return to Work Interview Form

    FREE DOWNLOAD

    Return to Work Interview Form

    Read more
  • Equality & Diversity Policy

    FREE DOWNLOAD

    Equality & Diversity Policy

    Read more
  • 5 Top Tips - Working Parents and the Summer Holidays

    BLOG

    5 Top Tips - Working Parents and the ...

    Managing Holiday Request During the Summer Holidays   Add this infographic to y...

    Read more
  • Adoption Leave: An Employer's Guide

    BLOG

    Adoption Leave: An Employer's Guide

    When a member of staff is having a child, they're entitled to some time away fro...

    Read more
  • Top Tips on Managing the Health & Safety of Sedentary Workers

    BLOG

    Top Tips on Managing the Health & Saf...

    Sedentary lifestyles are commonplace among office workers, but to make matters w...

    Read more
  • Syalons

    CASE STUDY

    Syalons

    International Syalons is a manufacturer of advanced ceramics, working for variou...

    Read more
  • Pangea Support

    CASE STUDY

    Pangea Support

    We see Croner being integral to our organisation moving forward, and we’d defini

    Read more
  • JC Couriers

    CASE STUDY

    JC Couriers

    With Croner it genuinely feels like they want me to be a success. And I'm happy

    Read more

Ready to focus on what you do best?

Get your free consultation and speak to an expert today.