Right to Work Checks – Putting contractual protections in place

All employers must conduct right to work checks when recruiting new staff and may face severe criminal and civil penalties if they fail to do so. Uncertainty around Brexit means that it is unclear what these checks will constitute once the UK leaves the EU. 

In her latest article Kiera Lee, Director in Mills Selig, considers the contractual clauses that an employer can insert into their contracts for all employees, to help provide protection in ascertaining and confirming an individual’s’ right to work’ status.  She also briefly discusses the impact that Brexit could have on an employer’s legal obligations in preventing illegal working.

All employers must conduct right to work