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4 questions to ask before choosing Digital Right to Work Checks and an IDSP

Right to Work

Following an update to Right to Work guidance on 6th April, the Home Office have launched a new digital Scheme – a permanent option for remote recruitment of applicable candidates (Find out more here). As a leading IDSP, we’ve been speaking to hundreds of companies over the last few weeks, helping them to explore their options for Right to Work checks moving forwards, including the option of online RtW checks. How do you decide what’s right for you and your employees? We’ve put together a few questions which should help you to start defining your process.

1) What’s the typical demographic of your employee base?

Profile the ‘typical’ make up of your employee base. It’s essential to make Right to Work checks on all employees but if the majority of your candidates are UK / Irish passport holders or hold an eVisa, online checks are an efficient and straightforward way to carry out RtW checks without the need to see an original document. Of course, if you’re recruiting employees from around the world who don’t fall into these categories, digital checks can’t apply to them, you will have to see original documents for those applicants.

2) Where do you do your recruitment?

Will most of your recruitment be carried out remotely or does your organisation plan to meet new recruits face to face? Since March 2020, many organisations have taken the option of remote recruitment using the Covid-adjusted processes. However, from 1st October 2022, the remote option based on a copy document and video call is no longer acceptable. Instead, from 6th April for eligible applicants you can choose to move to remote recruitment using an Identity Service Provider (IDSP) or the Home Office checking service. If you’re planning to go back to meeting candidates face to face, the digital Scheme won’t apply.

3) How many people do you recruit and across how many sites?

The good news is that digital Right to Work checks are accessible and affordable to organisations of all sizes. But those organisations who are recruiting high volumes of employees or have a high turnover of staff will of course see the greatest efficiency benefits. Organisations employing staff across more than one site will benefit from a centralised, consistent online RtW process which doesn’t require local hiring managers to take responsibility for identifying suspicious documents or having detailed RtW knowledge.

4) Have you thought about applicant experience?

In an increasingly digital-first world, offering your eligible employees the option for remote RtW checks can present a positive first impression of your business and speed up onboarding checks. It also allows your candidates to share their information at a time and in a way which suits them.

Want to find out more?

The digital RtW Scheme gives employers a permanent remote onboarding option and is an option for employers working with an IDSP from 6th April. You may choose to introduce predominantly remote checks, return to physical document checks or a combination of the two. But whatever option you choose, an IDSP can help support a robust, compliant onboarding process for candidates thanks to Identity Document Verification Technology (IDVT). We’d be happy to discuss your individual requirements – just get in touch!

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Visit our digital Right to Work page