Right to work checks should be carried out before an individual’s employment begins.
If you are checking an employee’s right to work on their first day of employment, the check must be undertaken before their contractual start time and evidence of this should be retained.
It is good practice to make job offers conditional on the individual evidencing their right to work in the UK.
If an individual’s right to work is time limited, you should conduct a follow-up check shortly before it is due to come to an end.
