Every UK employer must carry out right-to-work checks correctly — and the civil penalties for getting it wrong are severe. We design compliant checking processes, train your team, and defend businesses facing civil penalty notices.
Basic requirements
Every case turns on its own facts — these are the core requirements we assess at your consultation:
- Checks completed before employment starts, for every employee
- The correct form of check for each worker (manual, online or IDVT)
- Clear records creating a statutory excuse
- Follow-up checks diarised for time-limited permissions
- A process your managers actually follow in practice
How we work
Honest assessment
A paid initial consultation with a named lawyer: where you stand, your strongest route, and a fixed fee confirmed in writing.
Evidence & strategy
A tailored document list and a plan that anticipates the questions caseworkers actually ask.
Application prepared properly
Forms, representations and supporting bundle — drafted, checked and submitted by us.
Submission & follow-up
We deal with the Home Office, chase where chasing helps, and keep you updated in plain English.
Outcome & after-care
Decision explained, next steps planned — extensions, settlement, citizenship. We stay with you.
Common questions
We received a civil penalty notice — what now?
Deadlines for objection and appeal are short. Take advice immediately: penalties can often be reduced or overturned where the process is challenged properly.
Do checks differ for British and overseas staff?
The check must be done for everyone in the same way — applying checks selectively risks discrimination claims. We help you set one clean process.
What records must we keep?
Copies of the right documents, taken at the right time, kept securely for the required period. Our audit tells you exactly where your records fall short.