𝗥𝗶𝗴𝗵𝘁 𝘁𝗼 𝗪𝗼𝗿𝗸 𝗰𝗵𝗲𝗰𝗸𝘀 𝗮𝗿𝗲 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝟭 𝗢𝗰𝘁𝗼𝗯𝗲𝗿 𝟮𝟬𝟮𝟲
At the moment, most businesses only think about Right to Work checks when they employ someone directly. But the rules are expected to widen, meaning checks could also apply to other working arrangements, including workers, individual sub-contractors, some agency/labour supply chains and gig or platform workers.
In simple terms: it may no longer be enough to think, “They’re not on our payroll, so it doesn’t apply to us.”
For businesses using contractors, agencies, freelancers or casual support, this is a good time to start looking at:
• Who carries out work for your business
• Whether they are employees, workers, contractors or supplied by someone else
• Who is responsible for checking their Right to Work
• Whether your supplier or agency contracts are clear enough
• How you evidence that checks have been done properly
• Whether managers know when to ask for advice
This doesn’t mean you need to panic, it simply means taking a bit of time now to check your processes are clear, consistent and up to date.
A good hiring process is not just about finding the right person.
It’s also about having the right checks, records and responsibilities in place from the start.
Definitely one to review before October 2026 arrives.
Read the original article: This update is based on an article published by Howes Percival. You can read the full piece here:
Need support?
If you’d like help reviewing how this could affect your organisation, I’d be happy to have a conversation.