This Act matters when a business hires staff in the UK. Employers need right-to-work checks that are consistent, recorded and completed before employment starts. The legal risk is paired with a people risk: checks must be done without discriminatory assumptions about nationality or background.
Main laws
United Kingdom Act
Immigration, Asylum and Nationality Act 2006
The Immigration, Asylum and Nationality Act 2006 is important for UK employer right-to-work compliance.
In forceUnited KingdomPlain-English guide4 practical checks
Plain-English explainers, not legal advice. Use the linked official source for section-level detail, and get advice for your situation.
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Quick read
- This Act matters when a business hires staff in the UK.
- Employers need right-to-work checks that are consistent, recorded and completed before employment starts.
Likely relevant if
- Employers hiring in the UK
- Startups making first hires
- Hospitality, retail, care and labour-intensive businesses
Check first
- Carry out right-to-work checks before employment starts
- Keep evidence in the correct form and for the right period
- Diarise follow-up checks where permission is time-limited
What this means in practice
Key points
- Right-to-work checks should sit inside onboarding, not after the person starts.
- Managers should not guess a person's status from accent, name or appearance.
- Visa and sponsorship issues need early advice before a start date is promised.
When this law usually matters
Most businesses do not need to memorise the whole law. The useful starting point is to know when it is likely to affect a contract, customer journey, employee process, data flow or company decision.
Key points
- Employers hiring in the UK
- Startups making first hires
- Hospitality, retail, care and labour-intensive businesses
- Businesses using sponsored workers or casual staff
What to check first
Sense check
- Carry out right-to-work checks before employment starts
- Keep evidence in the correct form and for the right period
- Diarise follow-up checks where permission is time-limited
- Apply checks consistently to avoid discrimination risk
Documents and workflows to review
Key points
- Onboarding checklist
- Right-to-work evidence file
- Recruitment policy
- Sponsor licence records
- Follow-up check diary