UK Home Office released an updated edition of its Employer’s Guide to Right to Work Checks on 26 June 2025. This revision reflects the government’s commitment to streamlining compliance procedures while aligning with the UK’s evolving digital identity framework. Below, we explore the most notable changes and what they mean for employers.
1. Simplified Digital Check Guidance for British and Irish Nationals
A key focus of the updated guidance is the simplification of digital verification procedures for individuals holding British or Irish passports, or Irish passport cards. Previously, the documentation included highly technical content primarily relevant to digital service providers. That level of detail has now been significantly pared back.
For employers, this change translates to clearer, more accessible instructions on how to carry out compliant digital right to work checks without delving into the technical operations of verification systems. This makes it easier for HR teams and hiring managers to understand compliance requirements with confidence.
2. New Terminology: ‘Digital Verification Service (DVS)’
The update introduces an important shift in terminology. The previously used terms Identity Service Providers (IDSPs) and Identity Document Validation Technology (IDVT) have been consolidated under the umbrella term Digital Verification Service (DVS).
This change is not just linguistic. It aligns the guidance with the UK Digital Identity and Attributes Framework as well as the new Data (Use and Access) Act 2025. The aim is to create a more coherent and user-friendly vocabulary across government and private sector systems.
It is important to note that this revised guidance is now focused solely on employer responsibilities. Employers who make use of digital services should refer to the separate, supplementary code of practice specifically designed for DVS providers.
3. Clarification on Biometric Residence Permits and eVisa Procedures
Home Office has reiterated a critical point: expired physical Biometric Residence Permits (BRPs) are not valid evidence of the right to work. This clarification serves as a reminder that employers must verify immigration status through current digital evidence.
Furthermore, new advice has been issued for individuals entering the UK on a short-validity vignette typically granted to those arriving for the first time. These individuals are now strongly advised to apply for an eVisa promptly, ideally before travel, to ensure their right to work can be swiftly confirmed upon arrival.
Additionally, individuals granted a short-validity vignette (often issued for initial UK entry) are now advised to apply for an eVisa immediately, even before travelling. This ensures their right to work can be verified without delay upon arrival.
What Employers Need to Do
Employers are advised to familiarise themselves with the revised guidance immediately. Failure to carry out correct right to work checks can expose employers to civil penalties and reputational damage. Keeping up to date with official guidance is essential to maintaining compliance and protecting your business.
If you have questions about implementing these updates or need advice on reviewing your internal compliance processes, our team at Morgan Smith Immigration is here to help.
With over 20 years of experience and a commitment to excellence, Morgan Smith Immigration is your trusted partner for all your immigration needs. Contact us today to learn more about how we can assist you with UK Visa Applications. For any enquiries or assistance, call us at 0203 959 3335 or email [email protected].
