Over the past few weeks, several employers and employees have contacted us about the same problem. A new hire or existing employee logs in to their UKVI account and can see their eVisa, but the system will not produce a share code. Sometimes the code comes back wrong. Sometimes the status or dates on the eVisa are incorrect.
Employers are left unable to complete a right to work check, and employees are left unable to prove something they are entitled to do. Here is what is happening, what the Home Office data shows, and what to do about it.
What the evidence shows
The Home Office publishes figures on eVisa errors it has corrected. Between September 2025 and August 2026 it corrected just over 80,000 errors.
View the figures as a table
| Month | eVisa errors corrected |
|---|---|
| Sep 2025 | 7,289 |
| Oct 2025 | 6,979 |
| Nov 2025 | 7,044 |
| Dec 2025 | 7,163 |
| Jan 2026 | 8,198 |
| Feb 2026 | 7,604 |
| Mar 2026 | 7,714 |
| Apr 2026 | 7,397 |
| May 2026 | 5,390 |
| Jun 2026 | 5,113 |
| Jul 2026 | 5,224 |
| Aug 2026 | 5,007 |
Three points stand out:
- The problem is real and ongoing. The monthly average from September 2025 to April 2026 was about 7,400 corrections, peaking at 8,198 in January 2026.
- It has eased, but not gone away. Since May, monthly corrections have averaged about 5,200, roughly 30% lower. August 2026 was 5,007.
- It affects a small share of people. The Home Office says corrections represent less than 1% of all live eVisas. For the person affected, that is no comfort.
The corrected fields include name, date of birth, nationality, status, validity dates, National Insurance number, photo and share code. These figures count errors that were corrected, however they were reported. They do not tell us how many people are currently waiting. We looked at the wider picture in our article on the digital border and eVisa reliability.
Why employers need to care
From 1 October 2026, the right to work scheme extends to a wider range of working arrangements, including worker contracts, individual sub-contractors and online matching services. An employer that fails to carry out a valid check can face a civil penalty of up to £60,000 per illegal worker, and in serious cases criminal sanctions. We cover the wider changes in our guides for contractors and platforms and employers reviewing their processes.
A failed share code does not mean the person has no right to work. It means you cannot prove it online yet.
How to resolve it
If you are the employee
- Check your details first. Make sure you have used the right UKVI account and entered the correct date of birth.
- Report the problem. Use the Home Office Report an error with your eVisa service if your eVisa is wrong or you can view it but cannot get a share code. You will need your contact details, name, date of birth, nationality and one identifier, such as a passport number.
- Allow time. The Home Office aims to fix most issues within 5 working days, and complex cases can take up to 15 working days. It will email you if your case will take longer.
- Tell your employer straight away. Do not wait for the fix. An open conversation protects both of you.
If you need help accessing or using your online status, the UKVI Resolution Centre is on 0300 790 6268.
If you are the employer
- Make sure the code is the right type. A right to work share code starts with “W” and is valid for 90 calendar days. Codes starting “R” or “S” are for other services and cannot be used.
- Do not substitute another method. Employers may only use another prescribed method if the individual can actually prove their right to work that way. A screenshot of an eVisa, or a verbal assurance, is not a valid check.
- Use the Employer Checking Service (ECS). Where the online check cannot be carried out because of a technical issue, such as an incorrect share code or an individual temporarily unable to generate one, the Home Office guidance directs employers to the ECS. If the ECS confirms the right to work, it issues a Positive Verification Notice. See when employers should use the ECS.
- Understand how long the protection lasts. A Positive Verification Notice gives a statutory excuse for six months from the date on the notice. Diarise the follow-up check before it expires.
- Keep a record. Note when the problem arose, what you tried, when you contacted the ECS and the outcome.
- Give reasonable time on follow-up checks. Where an existing worker cannot prove continued permission at a follow-up check, the guidance says this does not necessarily mean they have lost it. For example, there may be a technical issue beyond their control. Employers should allow a reasonable opportunity to prove it.
Our guide to right to work checks explains the full process.
What not to do
- Do not rely on a screenshot, photograph or self-declaration in place of a valid check.
- Do not dismiss or suspend someone solely because the system will not produce a code.
- Do not continue employment indefinitely without a valid check or a Positive Verification Notice.
- Do not treat someone less favourably because of their nationality or background while the problem is resolved.
Quick answers
What should an employer do if an employee’s share code will not generate?
Ask the employee to report the error to the Home Office. If a technical issue stops the online check, the employer can contact the Employer Checking Service for verification and a Positive Verification Notice.
How long does the Home Office take to fix an eVisa error?
The Home Office aims to fix most issues within 5 working days. Complex cases can take up to 15 working days, and it will email the person if their case will take longer.
How long is a right to work share code valid?
A share code is valid for 90 calendar days from the point of issue. A right to work share code starts with the letter W.
How long does a Positive Verification Notice protect an employer?
A Positive Verification Notice gives the employer a statutory excuse for six months from the date specified in the notice. A follow-up check must be carried out before it expires.
What is the penalty for employing someone without a valid right to work check?
A civil penalty of up to £60,000 per illegal worker, and in serious cases criminal sanctions.
Need help?
If an eVisa error is affecting your right to work, or you are an employer unsure whether your process would stand up to a Home Office check, our advisers can review your situation and tell you what to do next.
You can also call us on 0203 959 3335 or email [email protected].
