From 1 October, businesses will face wider immigration compliance duties as the Right to Work Scheme is extended beyond traditional employment relationships.
The changes mean organisations will need to think more broadly about who is carrying out work for them and whether the correct immigration checks have been completed. In particular, the regime will extend to some people engaged under workers’ contracts, individual subcontractors and workers using certain online matching platforms.
For many employers, this represents a significant shift. Until now, right-to-work compliance has generally been focused on conventional employees. Under the new regime, that approach may no longer be enough.
Businesses that rely heavily on contractors, casual labour, subcontractors or gig-style working arrangements will need to review how those individuals are engaged and where responsibility for checking their immigration status sits.
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