Skip to main content

Human Resources

Guidance on Right to Work Checks

All potential employees require a right to work check, regardless of their nationality. This must be conducted before employment/work commences. Via Oleeo we have sourced TrustID, a digital identity technology software that will enable us to conduct a Right to Work check for the majority of our prospective employees. As part of the pre-employment checks , the prospective offer holder will need to undertake their a Right to Work check  - this being managed by TrustID all within Oleeo. Once TrustID has been able to provide a satisfactory report, you as the hiring manager will be able to see the report and validate their identity by way of an in person check or via MS Teams to verify their identity.


  • Candidate commences Pre-employment checks (RtW)
  • Satisfactory TrustID report generated
  • Hiring manager views TrustID report and schedules an MS Teams call or in person meeting with prospective candidate prior to employment start date
  • Hiring manager confirms person they have meet is the person on the TrustID report.
  • Hiring manger agrees to mandatory declaration on RtW being completed on summary page before contract is sent out.

If hiring manager is unable to validate a successful RtW because identity is not matched or candidate is unable to continue through TrustID process – contact HR Recruitment Team for manual intervention

Why must we conduct a Right to Work

Under the Immigration, Asylum and Nationality Act 2006 and the Immigration Act 2016, the University has a legal responsibility to ensure that all employees have the right to work in the UK. Checks on right to work must be carried out for every person the University intends to employ regardless of their race, ethnicity, or nationality before they begin any work. If we do not comply with our duty to ensure our employees have the right to work in the UK, there are serious penalties for non-compliance:

  • On-the-spot fines of up to £45,000 for each illegal worker employed.
  • A maximum two year prison sentence and/or an unlimited fine if illegal workers are employed knowingly and/or a maximum five year prison sentence where you had "reasonable cause to believe" that an indivdual was not entitled to work in the UK by virtue of their immigration status.
  • Down-grading the University's sponsor licence, with subsequent timed action plan to regain fully compliant status. The University would not be able to sponsor any individuals under the Skilled Worker or Temporary Worker GAE visa routes during any period when our licence is downgraded, or
  • Withdrawal of the sponsor licence, with the consequence that all sponsored individuals would have to leave the University.

Return to top