Skip to main content

Human Resources

Checking for the right to work

The University is legal obligied to check the right to work in the UK for all potential employees before they commence work.

Undertaking these checks ensures that the University has a statutory excuse against sanction from the Home Office. 

All right to work checks should be uploaded to i-grasp and will be checked by HR before a contract is issued.

If there are any doubts about someone’s ability to work in the UK, please contact HR prior to the person undertaking any work.

The end of the Brexit transition period

On 1 January 2021 free movement between the UK and EU ended.   

EEA National who were resident in the UK before 11pm on 31 December 2020 will continue to be considered settled workers but must apply to the EU Settlement Scheme before 30 June 2021. 

To allow EEA nationals time to apply to the EU Settlement Scheme, the Home Office have instigated a grace period for right to work checks. Between now and 30 June 2021, EEA passports and national ID cards will continue to be considered acceptable evidence of a right to work. 

You will however, need to be mindful of the status of an EEA national before making an offer of employment as non-UK resident EEA nationals will need a visa to work in the UK. 

  • EEA nationals who were resident in the UK by 31 December 2020 are protected by the Withdrawal Agreement. They continue to be considered settled workers.
  • EEA nationals who are not or have never been resident in the UK will lose their automatic right to work in the UK.  They will require a visa to work before they enter the UK. 

Job applicants will be asked about their status by a series of branching questions,, HR will identify those who require a work visa and will instigate this conversation.  You will not be required to establish the status of EEA applicants. 

Return to top