Where the employee provides a right to work document from List A, they have an ongoing entitlement to work in the UK and no repeat checks need to be undertaken.
Where the employee provides a right to work document from List B, their right to work in the UK is limited in time and has an expiry date. This means that repeat checks must be undertaken before the expiry date shown on their right to work documentation.
The dates on which an employee’s right to work expires should be diarised as a reminder to undertake a repeat check.
